Human Resources Manager - Decatur, IL

Military Spouse Corporate Career Network•Decatur, IL

2d•Onsite

About The Position

The Human Resources Manager (HRM) is a hands-on HR business partner responsible for developing and delivering people strategies in support of ADM’s Ag Services & Oilseeds (AS&O) organization across North America. Based in Decatur, Illinois, this role partners closely with business and HR leaders to strengthen leadership capability, build talent pipelines, support workforce and succession planning, and improve organizational effectiveness and colleague engagement. In addition to primary responsibility for AS&O, the HRM serves as a key on-site HR partner for ADM’s North American headquarters in Decatur, providing local support to Decatur-based colleagues in partnership with their aligned HR teams. This may include support for employee relations matters, organizational changes, leadership and colleague needs, workforce actions, and other situations where local HR presence or coordination is beneficial. This role offers the opportunity to work across a broad range of strategic and operational HR priorities. The HRM will serve as a trusted advisor to leaders while maintaining hands-on ownership for the effective execution of people programs, processes, and colleague matters. Success requires strong business acumen, sound judgment, curiosity, and the ability to move comfortably between longer-term people priorities and the day-to-day needs of the business.

Requirements

Strong HR and business acumen with the ability to connect people and organizational decisions to business outcomes.
Demonstrated ability to build credibility with leaders, earn trust, constructively challenge thinking, and influence outcomes.
Ability to operate as both a strategic HR business partner and a hands-on HR practitioner.
Strong coaching and employee relations skills with the judgment and confidence to navigate complex or sensitive people matters.
Strong talent assessment and organizational judgment, with the ability to identify capability gaps and translate them into actionable solutions.
Ability to move seamlessly between strategic thinking and hands-on execution.
Strong analytical and problem-solving skills with comfort using data and insights to inform recommendations.
Strong facilitation, planning, and project management skills.
Excellent written, verbal, and interpersonal communication skills.
Ability to operate effectively in a fast-paced, highly matrixed environment with ambiguity and competing priorities.
Strong judgment, discretion, and ability to handle sensitive and confidential matters.
Approximately 7+ years of progressive professional experience in Human Resources or closely related roles within a complex organization.
Demonstrated experience partnering with leaders, influencing people and organizational decisions, and executing HR priorities.
Experience across core HR disciplines, including talent management, succession planning, performance management, employee relations, workforce planning, and compensation.
Experience supporting organizational change, organizational effectiveness, or workforce initiatives.
Demonstrated ability to operate effectively across multiple stakeholders in a matrixed organization.
Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field, or equivalent relevant experience.

Nice To Haves

Experience supporting commercial, agricultural, commodity, manufacturing, or similarly complex businesses is preferred but not required.
Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
Professional HR certification such as SHRM-CP/SCP, PHR/SPHR, or another relevant certification.

Responsibilities

Serve as an HR business partner for assigned AS&O leaders and organizations, providing consultation and support across talent, leadership effectiveness, organization design, workforce strategy, and colleague matters.
Develop a strong understanding of AS&O’s business strategy, operations, priorities, and talent needs and translate those priorities into actionable people plans.
Build trusted relationships with leaders and managers, providing coaching, insight, and constructive challenge to strengthen leadership effectiveness and business outcomes.
Anticipate organizational and talent needs and proactively identify practical solutions.
Use business, workforce, and talent insights to inform recommendations and people decisions.
Lead and facilitate talent review and succession planning processes, including identification of critical roles, succession risks, high-potential talent, and development priorities.
Partner with leaders to build strong internal talent pipelines and increase readiness for critical roles.
Assess current and future capability needs and help address gaps through development, internal movement, external hiring, or role design.
Support leadership development, coaching, career planning, and targeted development for key and high-potential talent.
Drive follow-through on talent and succession priorities to ensure plans translate into meaningful development and movement.
Partner with leaders on organization design, role clarity, team effectiveness, and organizational capability.
Support organizational changes and business transformation efforts, helping leaders effectively plan for and navigate the people implications of change.
Identify opportunities to simplify ways of working, strengthen collaboration, and improve organizational effectiveness.
Partner with leaders to assess organizational health and colleague feedback and translate insights into meaningful actions.
Provide practical, hands-on guidance and support to leaders on employee relations, performance management, workplace concerns, and other colleague matters.
Coach leaders to navigate complex or sensitive people situations with sound judgment, consistency, and appropriate urgency.
Partner with Employee Relations, Legal, and other HR resources as appropriate to assess risk and determine effective solutions.
Apply a strong working knowledge of U.S. employment law, ADM policies, and HR practices to support fair, consistent, and effective outcomes.
Support effective execution and follow-through on employee relations and performance matters while maintaining appropriate documentation, discretion, and confidentiality.
Partner with leaders and HR Centers of Expertise to identify learning and capability priorities and implement development solutions aligned to business needs.
Coordinate and support leadership development, training, talent forums, workshops, and other development activities.
Support onboarding and integration of new leaders and key talent.
Promote a culture of continuous learning, feedback, accountability, and development.
Partner with leaders, Finance, and the Rewards Center of Expertise to support workforce and compensation planning.
Facilitate annual compensation and other core HR processes, providing leaders with analysis, guidance, and recommendations consistent with ADM philosophy and policy.
Use workforce and talent data to identify trends, inform decisions, and support effective investment in people.
Partner with leaders to ensure workforce capacity and capabilities align with current and future business priorities.
Serve as an on-site HR resource for Decatur-based corporate functions, partnering with their aligned HR teams when local support is needed.
Provide local coordination and support for colleague, organizational, and leadership needs where an on-site HR presence adds value.
Support broader Decatur and North America HR priorities, programs, and strategic initiatives.
Build strong partnerships across the HR organization to ensure effective coordination, clear ownership, and a consistent colleague and leader experience.
Identify opportunities to improve HR processes, leadership capability, organizational effectiveness, and the colleague experience.