HR Business Partner

Sartori Cheese Brand•Crescent City, CA

3h•$88,000 - $132,000•Hybrid

About The Position

The Human Resources Business Partner at our Crescent City facility serves as a trusted partner and advisor to facility leaders and team members. This individual is instrumental in promoting the company’s culture and values through partnership, coaching, and communication. By fostering a culture of trust, the HR Business Partner collaborates with facility leadership and the broader HR team to plan, support, and implement HR strategies aimed at attracting, engaging, and retaining talent. This hybrid role requires onsite presence 3 days per week in Crescent City, CA and is not remote. Onsite engagement is essential to build relationships and provide hands-on HR support during organizational change. Crescent City is located on California’s far northern coast, about 20 miles south of the Oregon border. The area offers a mild coastal climate, natural beauty, and a close-knit community. Candidates must live within commuting distance or be willing to relocate.

Requirements

Bachelor’s degree in human resources or a related field is required or must be willing to attain degree if one is not yet earned.
Minimum 5 years of comprehensive Human Resources experience, displaying increasing levels of expertise and complexity, with strong knowledge of employee relations and California employment law and best practices required.
Experience aligning HR strategy with business objectives required.
Alignment with Company Values: Demonstrates behaviors and values that reflect the company’s culture. Sartori’s core values are family, commitment, authenticity, ingenuity, integrity, and humility.
Builds trusting relationships – builds and maintains trusting relationships and alliances both inside and outside the organization.
Coaching – works to improve and reinforce performance of others; facilitates development by providing clear, behaviorally specific feedback while building confidence and maintaining self-esteem.
Communicates effectively – demonstrates excellent verbal and written communication skills with the ability to articulate thoughts and express ideas to any audience, and actively listen to understand.
Collaborative – partners with team members, leaders, and HR to realize better results and make a positive impact on the facility; engages stakeholders to gather diverse perspectives and foster shared understanding.
Ensures accountability – holds self and others accountable to meet commitments.
Decision quality – makes sound and timely decisions, using a mixture of analysis of information, experience, and judgement; weighs risks and benefits.
Learning agility & intellectual curiosity - Ability to quickly adapt to new challenges, acquire new skills, and apply knowledge in evolving environments. Proactively seeks opportunities to expand expertise, explore innovative solutions, and stay informed of industry trends and best practices.
Manages ambiguity – effectively operates in situations that are unclear, complex, or lacking complete information with a high level of autonomy; is comfortable with uncertainty and making decisions with incomplete information; capable of leading self and others through uncertain and changing environments.
Resilience – remains composed and effective under pressure, maintaining focus and productivity in evolving environments; recovers quickly from setbacks and persists in the face of challenges.
Risk Management – Ensures rigorous compliance with California and federal employment laws
Solves complex problems – using a broad perspective, considers key business factors, leverages data, and evaluates stakeholders’ needs to develop and drive solutions addressing complex problems.
Thinks strategically – Envisions desired future states, considering the impact on stakeholders and organizational goals and objectives; understands interrelation among different aspects of the organization.

Nice To Haves

SHRM California Law HR Specialty or PHRca credential preferred, or willing to obtain California-specific credentials within 12 months of hire.
Experience in a manufacturing or production setting preferred.
Bilingual in English/Spanish is preferred.
Human Resources Certification is desired (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP)

Responsibilities

Collaborates with plant leaders to understand facility and business challenges, opportunities, and risks.
Partners with plant leaders and other HR functions to brainstorm, make recommendations, and execute strategies that positively impact business KPIs and Team Member selection, engagement and retention.
Serves as a member of the core leadership team at the facility.
Provides coaching and guidance on HR related matters including complex Team Member relations and conflict management issues, performance management, and policies and procedures.
Oversees, leads and/or supports Team Member investigations including collaborating on final resolution.
Demonstrates strong knowledge of the roles and responsibilities at the assigned facility.
Guides and supports leaders with job description updates.
Oversees and supports the execution of the performance review process at the assigned facility through communication, reporting, and coaching leaders to ensure the process is effectively driving Team Member performance and engagement.
Oversees the termination process and coordinate/conduct exit interviews.
Partners with the Talent Acquisition Center of Excellence and hiring leaders to align talent acquisition efforts with business objectives.
Actively participates in recruitment strategy discussions, candidate interviews, and selection processes as needed.
Collaborates with the Organizational Development Center of Excellence on the training and development needs identified at the facility.
Supports Organizational Development initiatives by reinforcing learning on-the-job and supporting training on topics such as performance management.
Holds career development conversations to help guide Team Members who express interest in advancing their career at Sartori.
Supports the orientation and onboarding programs as needed.
Engages with the Total Rewards Center of Excellence to develop and execute communication strategies to ensure Team Members understand the design and value of the total rewards package.
Conducts training and information sessions as needed.
Supports and participates in the Wellness and Activities Committee, which may include organizing team member wellness offerings and activities, communications, and serving as the point of contact for wellness initiatives.
Leads, champions, and/or supports change management and communication planning for HR programs and policies, as well as other organizational initiatives impacting Team Members (e.g., organizational design, leadership, reporting structures).
Leads and/or supports projects to support the business and HR strategy.
Communicates and executes HR policies and procedures.
Provides coaching and guidance to gain alignment to expectations.
Provides recommendations and support updates to policies and procedures.
Identifies, manages, and mitigates risk through knowledge of relevant employment laws, rules, and regulations.
Maintains in-depth knowledge of legal requirements related to the day-to-day management of Team Members, reducing legal risk and ensuring regulatory compliance.
Responds to unemployment claims.
Supports the Director of HR-Operations with supplier, vendor and/or customer audit requests (i.e., labor and human rights information) as needed.
Operates with a continuous improvement mindset, focused on streamlining, standardizing and centralizing processes and policies.
Stays abreast of the HR landscape to identify and implement innovative solutions.
Supports the Director of HR-Operations with HR metrics for the facility including maintaining accurate records in UKG and analyzing data to identify and share insights into trends to support recommendations and decisions connected to Team Member engagement, performance, and retention