Senior HR Advisor

MILLER MILLING COMPANY•Eden Prairie, MN

2d•$116,000 - $146,000•Hybrid

About The Position

The Senior HR Advisor serves as a high-level HR business partner and trusted advisor to senior leaders, providing strategic consultation and advanced human resources support across the organization. This role influences people strategy, guides leaders through complex employee and labor relations matters, supports workforce planning and organizational effectiveness, and ensures HR programs, policies, and practices are aligned with business priorities, company values, and applicable employment requirements. In this position, you will serve as a subject matter expert, coach, and strategic resource for managers, helping them strengthen leadership effectiveness, navigate sensitive people issues, and implement HR initiatives that support a high-performing and engaged workforce. The role requires strong business acumen, sound judgment, project leadership capability, and deep HR expertise to drive continuous improvement in areas such as performance management, talent development, change management, succession planning, learning and development, compliance, compensation, and HR process effectiveness.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field required; advanced degree or professional HR certification preferred.
Minimum of 10 years of progressive HR experience, including senior-level HR business partner, advisory, or generalist experience supporting leaders and complex business operations; manufacturing industry experience strongly preferred.
Demonstrated experience advising leaders in a union environment, including labor relations, contract interpretation, grievance support, and partnership with union representatives.
Advanced knowledge of employment law, labor law, workplace compliance, and HR best practices, including California-specific requirements and practical application in day-to-day leadership decision-making.
Proven ability to lead complex HR initiatives and cross-functional projects, including project planning, stakeholder alignment, change management, communication, implementation, and measurement of outcomes.
Strong experience across core HR disciplines, including employee relations, talent acquisition, performance management, talent and succession planning, benefits administration, compensation, learning and development, and organizational effectiveness.
Proficiency with HRIS platforms, preferably ADP, and strong ability to leverage HR metrics, workforce data, and analytics to identify trends, advise leaders, and support business decisions.
Strategic, service-oriented mindset with strong business acumen, sound judgment, discretion, and the ability to influence leaders through credible consultation and practical HR solutions.
Ability to build trusted relationships, collaborate effectively across functions and locations, and communicate with clarity, professionalism, and confidence at all levels of the organization.

Nice To Haves

Advanced degree or professional HR certification preferred.
Manufacturing industry experience strongly preferred.
California-specific requirements and practical application in day-to-day leadership decision-making.

Responsibilities

Serve as a senior HR advisor and strategic partner to leaders, providing guidance that strengthens organizational effectiveness, employee engagement, leadership capability, and alignment with business objectives.
Lead and advance performance management programs, including goal alignment, performance evaluation, development planning, coaching, and accountability practices that support a high-performing culture.
Provide expert guidance on employment practices, labor relations, policy interpretation, and regulatory compliance; partner with leadership and union representatives to proactively address workforce issues and maintain constructive labor relationships.
Advise leaders on complex employee relations matters, workplace investigations, conflict resolution, corrective action, and disciplinary processes to support consistent decision-making, mitigate risk, and maintain a positive and compliant work environment.
Design, influence, and support initiatives that enhance employee engagement, retention, wellness, and organizational culture within a fast-paced manufacturing environment.
Leverage HR metrics, workforce data, and organizational insights to identify trends, inform leadership decisions, support workforce planning, and drive continuous improvement of HR programs and practices.
Lead and manage HR projects and cross-functional initiatives from planning through implementation, including defining scope, timelines, stakeholders, deliverables, communication plans, change management needs, and measures of success.
Oversee administration of benefit programs in partnership with vendors, administrators, and internal stakeholders; serve as an escalation resource for complex benefit questions and employee support needs.
Manage and provide oversight for leave of absence processes and communications for designated locations, ensuring consistent application of policy, timely coordination, and compliance with applicable requirements.
Partner with the Vice President of Human Resources to shape and support compensation strategy, including market review, job description governance, pay practices, communication, and manager education.
Provide HR oversight and cross-functional partnership in payroll review processes, serving as a control point to support accuracy, compliance, and timely resolution of employee pay-related matters.