Sr. Dir HR Business Partnerships | Primient

About Primient

Primient is a century old company with an entrepreneurial spirit. We are a leading producer of food and industrial ingredients made from plant-based, renewable sources. We deliver value through deep technical, commercial, and operational excellence that is backed by our long-standing corn wet milling heritage. Wherever we are in the process, from field to customer, our priorities are focused on ensuring we produce the safest, highest quality products through practices that uphold both our responsibility and commitments to the challenge and drive for excellence, our people and our planet. We are a privately held company with locations across the US, Mexico, Poland, and Brazil. We’re investing in our plants and people to unlock our potential in the industrial and food sectors. Guided by our values of Safety, Excellence, Integrity, and Growth, we’re focused on growing our business, our reputation, and the career of every teammate.

About the Role

The Sr. Director, HR Business Partner - Manufacturing is a strategic leader who drives HR KPIs and initiatives for the manufacturing arm of the company. As a critical member of the HR Leadership Team, this role is the primary business partner to the Chief Operating Officer and partners with Executive Leadership and COEs to develop and implement forward-looking HR strategies that enhance organizational effectiveness, elevate employee experiences, and build a high-performance culture. The Sr. HR Director of Manufacturing leads a team of Directors, Senior Managers, HRBPs, and Generalists across seven locations, ensuring alignment of HR practices with business objectives while fostering a culture of engagement, inclusion, and operational excellence.

You will utilize a high level of business acumen and create value by understanding the business, strategically applying an enterprise mindset to each plants' functional business strategy, providing insightful challenge and supporting implantation of strategies, tools, and processes utilizing data analytics.

· Strategic Leadership & Business Partnership: Act as a trusted advisor to manufacturing leadership, collaborating on strategic initiatives that align with business goals. Provide insights and guidance to influence decision-making and drive organizational growth.

· Change Management & Organizational Effectiveness: Lead complex change initiatives, driving cultural transformation and ensuring effective change adoption across manufacturing teams.

· Data-Driven Insights, Organizational Design & Workforce Planning: Utilize HR analytics, market insights, and industry trends to develop proactive talent strategies that address workforce needs and drive business performance.

· Employee Advocacy & Culture Building: Serve as a key voice for manufacturing employees, promoting a positive employee experience through effective engagement strategies and conflict resolution.

· Talent Development & Succession Planning: Drive initiatives to develop leadership pipelines, ensuring manufacturing sites are equipped with the talent needed for long-term success. Partner with business leaders to identify skill gaps and implement targeted development programs.

· Diversity, Equity, Inclusion & Belonging (DEIB): Champion DEIB initiatives that foster an inclusive culture across all manufacturing locations. Drive strategies that attract, develop, and retain diverse talent.

· Compliance & Risk Management: Ensure all HR practices adhere to employment laws, labor regulations, and company policies.

· Manage union relationships: Lead labor negotiations, contract administration, and conflict resolution.

· Team Leadership & Development: Lead, coach, and inspire a geographically dispersed team of Senior Managers, HRBPs, and HR Generalists. Develop leadership capabilities, foster collaboration, and drive accountability to deliver business outcomes.

About You

Education:

· Bachelor’s or Master’s degree in Human Resources, Business Administration, or related field (required).

· Certification in Labor Relations or SHRM-SCP (preferred).PHR or SHRM-CP Preferred

This role requires a results-driven HR leader with a strong manufacturing background, proven expertise in building strategic partnerships, and a passion for driving impactful organizational change..

EXPERIENCE

· 12+ years of progressive HR leadership experience, including strategic partnership in manufacturing environments. Demonstrated success leading HR teams across multiple sites.

· Union Experience: Strong background in labor relations, including experience negotiating collective bargaining agreements and managing in unionized environments.

Total Rewards

The annual pay range estimated for this position is $199,843.20 - $249,804.00 and is bonus eligible.

• Competitive Pay​

• Multiple Healthcare plan choices​

• Dental and vision insurance​

• A 401(k) plan with company and matching contributions ​

• Short- and Long-Term Disability​

• Life, AD&D, and Voluntary Insurance plans​

• Paid holidays & vacation​

• Floating days off​

• Parental leave for new parents​

• Employee resource groups​

• Learning & development programs​

• Fun culture where you have an opportunity in shaping our future

Career Path & Culture

Diversity, Equity, Inclusion & Belonging

We are believers in the power of difference. We strive to represent the communities in which we operate and to provide an inclusive, welcoming environment for all. We want Primient to be a place where every employee feels they belong and knows they are seen, heard, valued and safe to speak up. Our aspiration is to unlock the full potential in diverse perspectives, while offering everyone an equal chance to grow,

Primient is an equal opportunity employer, committed to the strength of an inclusive workforce.

California Consumer Privacy Act ("CCPA")

The Company is committed to complying with the California Consumer Privacy Act (“CCPA”) and all data privacy and laws in the jurisdictions in which it recruits and hires employees. We collect the following categories of personal information for the purpose of hiring the best qualified applicants and to comply with applicable employment laws: Name and contact information; Job preference and work availability; Social Security Number and/or other identification information; Education and qualifications; Employment history and experience; Military service; Reference and background check information, including relevant criminal history and credit history; Social media information; Pre-employment test results; Post-offer medical examination information and results, including drug test results; Voluntary self-disclosure information regarding minority, veteran, and disability status; and Information provided by you during the hiring process.