Description

SUMMARY 
The Human Resources Business Partner at our Crescent City facility serves as a trusted partner and advisor to the facility leaders and team members. This individual is instrumental in promoting the company’s culture and values through their actions and communication. By fostering a culture of trust, the HR Business Partner collaborates with facility leadership and the HR team to plan, support, and implement HR strategies aimed at selecting, engaging, and retaining talent. 
 
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following.  Other duties may be assigned. 
HR Partner: 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. 
Consultation: 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.  
Performance Management: 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.  
Talent Acquisition: 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. 
Talent Development: 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. 
Total Rewards: 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. 
Wellness:  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. 
Leadership: Inspires, influences, and guides the Human Resources Assistant to achieve goals; motivates and creates an environment team members can thrive and perform their best. 
Change Management: 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). 
Project Management: Leads and/or supports projects to support the business and HR strategy. 
Policies & Procedures: 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. 
Compliance & Risk Mitigation:  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. 
Continuous Improvement: 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.  
HR Data & Analytics: 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 

DIRECT REPORTS 
This position is not responsible for leading others. 

Requirements

QUALIFICATIONS  
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 
 
EDUCATION AND EXPERIENCE 
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. 
SHRM California Law HR Specialty or PHRca credential required. 
Experience aligning HR strategy with business objectives required. 
Experience in a manufacturing or production setting preferred. 
Bilingual in English/Spanish is required. 
 
OTHER KNOWLEDGE, SKILLS, AND ABILITIES 
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. 
 
CERTIFICATIONS 
Human Resources Certification is desired (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) 
 
ADDITIONAL INFORMATION 
WORK LOCATION  
This is a hybrid position (3 days in-office, 2 days remote) located at our creamery located in Crescent City, CA.  Having a presence in the manufacturing facilities on a regular basis is required. 
 
TRAVEL REQUIREMENTS 
Occasional travel may be required to meet the needs of the business (estimated 10%). 
 
PHYSICAL DEMANDS  
The physical demands described here are representative of those that must be met by a Team Member to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 
 
While performing the duties of this job, the Team Member is regularly required to sit; use hands to finger, handle, or feel; and talk or hear.  The Team Member is occasionally required to stand; walk; reach with hands and arms; and stoop, kneel, crouch, or crawl.  The Team Member must occasionally lift and/or move up to 20 pounds.  Specific vision abilities required by this job include close vision, and ability to adjust focus. 
   
WORK SETTING / ENVIRONMENT  
The work environment characteristics described here are representative of those a Team Member encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 
 
When entering the production facility, the Team Member is occasionally exposed to cold working conditions and/or moving mechanical parts.  The noise level is moderate while in the plant. This position requires occasional off shift work.