Organizational Development Business Partner

Sartori Cheese Brand•Plymouth, WI

2d•Hybrid

About The Position

SUMMARY: The Organizational Development (OD) Business Partner is a strategic catalyst for Sartori’s growth and cultural evolution. This role will drive enterprise-wide initiatives that build leadership capability, enhance organizational agility, and align talent strategies with business goals. As a trusted advisor and change agent, the OD Business Partner will partner with senior leaders and HR to shape a high-performing, values-driven organization. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

Requirements

Bachelor’s degree in organizational development, Human Resources, Psychology, Business, or related field required.
Minimum of 5 years relevant experience in organizational development, talent management, or related field required; manufacturing experience preferred.
Experience influencing across levels and driving strategic change is required.
Proven experience designing and implementing leadership development programs is required.
Expertise in instructional design, performance strategy, and change management is required.
Value Alignment: Demonstrates behaviors and values that reflect the company’s culture. Sartori’s core values are family, commitment, authenticity, ingenuity, integrity, and
Collaboration & Influence: Proven ability to build relationships across functions, influence stakeholders, and drive alignment on strategic priorities.
Relationship Building: Builds and maintains trusting relationships inside and outside the organization, promoting collaboration and teamwork.
Strategic Thinking: Anticipates future challenges and opportunities, translating business needs into scalable strategies that drive growth, engagement, and cultural alignment.
Coaching and Mentoring: Provides effective coaching and guidance to enhance performance and facilitate development while building Team Member confidence.
Customer Focus: Anticipates and meets the needs of internal customers by delivering high-quality service and building strong partnerships.
Project Management: Strong ability to manage multiple initiatives, prioritize effectively, and deliver results in a fast-paced, evolving environment.
Adaptability: Adjusts effectively to changing priorities and environments, maintaining performance and embracing new approaches to achieve organizational goals.
Data-Informed Decision Making: Proficient in using qualitative and quantitative data to assess needs, measure impact, and guide continuous improvement.
Technology Proficiency: Comfortable working with learning management systems (LMS), survey tools, and collaboration platforms to support program execution.

Nice To Haves

Experience managing Learning Management System (LMS) and learning technologies is preferred.
Certifications in Organizational Development, facilitation, competency mapping, coaching, change management (e.g., Prosci), or related areas are a plus.

Responsibilities

Culture Leadership: Support culture programs by conducting needs analysis, leading change management efforts, and supporting communication strategies. Partner with the Learning & Development (L&D) Specialist to design and implement training that reinforces Sartori’s culture initiatives, including Values in Action .
Strategy Development: Lead the discovery and implementation of competency mapping to inform strategic talent programs and identify skill gaps. Utilize insights from performance and talent data to inform organizational development strategies.
Needs Assessment: Partner with Learning and Development (L&D) and business leaders to conduct learning needs analyses that assess current business state and inform program planning.
Program Design & Management: Build and manage talent development programs, including Leadership Development and Career Development initiatives and implement tools to support skill gap identification and career development planning.
Training and Development: Create and deliver training experiences that enhance skills, knowledge, and competencies across the organization. Collaborate across HR Centers of Excellence (CoEs) to identify coaching and development opportunities for Team Members.
Performance Management: Own Sartori’s performance management process, including goal setting, mid-year reviews, and annual reviews. Partner with leaders and HR CoEs to ensure timely implementation of performance processes. Capture and analyze performance data to assess Team Member performance health and inform decision-making.
Career Management: Create and implement Career Development programs aligned with Sartori’s culture and strategic needs. Support succession planning efforts and manage high-potential career and goal development.
Change Management: Lead change initiatives related to performance, culture, and talent programs, including communication planning and stakeholder support. Collaborate with cross-functional teams to ensure smooth transitions and adoption of new processes.
Team Member Engagement: Develop and implement strategies to enhance Team Member engagement, satisfaction, and retention. Support engagement through culture programs, surveys, and feedback mechanisms.
Data-Driven Decision Making: Analyze data from performance, talent reviews, and engagement programs to guide continuous improvement. Share insights with leadership to support strategic planning and organizational health.
Technology Management: Partner with HR CoE to leverage technology in learning and development programs. Oversee relevant modules within UKG and support the strategic direction and utilization of UKG to maximize its impact.