Investing in You, join a 100-year-old, family-owned leader in Ag - and grow with us! Wilbur-Ellis invests heavily in our employees by offering skill development and training, competitive compensation and benefits, and a tradition of promoting from within for a broad range of career opportunities. And we foster a supportive, people-first work environment.

"We know the confidence gap can get in the way of meeting spectacular candidates, so please don't hesitate to apply - we'd love to hear from you."

Are you a dynamic human resources professional with experience aligning an organization's people strategy with its business strategy? Are you a strategic leader who partners with the business to provide expertise and thought leadership around people and culture policies and programs? Do you have experience enabling change to drive employee engagement? We would like to hear from you if you answered "Yes" to these questions!

General Purpose and Scope of Position:

The People & Culture Business Partner supports assigned business groups, ensuring alignment of P&C initiatives, processes and programs with business goals and priorities. This role, with a strong focus on P&C strategy, operational efficiency, and talent management, will work collaboratively with other P&C functions and will operate as a credible expert and advisor to leaders. With an emphasis on talent management, outstanding customer service, and employee engagement, the P&CBP will be a key driver in identifying and maximizing the talents of our employees to achieve continued business success. Additional areas of focus will be change enablement, succession planning and Organizational Development.

Success measures for this role include the ability to influence and integrate with the business quickly, to operate well in a collaborative and matrixed team environment and the ability to feel challenged and comfortable in an ambiguous and rapidly changing environment. The ability to challenge the norm while respecting the history is critical.

Key Skills and Abilities Include: Bachelor's degree in human resources, business, or related field. 3-5 years of broad P&C experience required, with at least 3 years in a strategic partnership capacity. Works with a sense of urgency to support the business. Knowledge and expertise in talent management, leadership coaching, leadership development, performance management, employee engagement. Active listener, solution provider, and influencer Ability to quickly establish trusted, collaborative, responsive, and influential relationships with leaders across the organization, understanding their strategies, priorities, and goals. Utilize this business knowledge to shape P&C strategy and priorities. Business acumen and are interested in the role talent plays in keeping a competitive edge Outside the box thinker, comfortable in a space of constant pivot to support "in the moment" business needs.

Key Personal Attributes Include: Comfortable in ambiguity and can pull relevant components out of complex situations to connect the dots and make sound decisions. Demonstrated positive interpersonal skills and strong customer service orientation, with the ability to adjust style as needed to develop effective relationships with leadership, employees and P&C peers locally and virtually Effective communication skills and a knack for articulating the heart of the issue clearly both verbally and in writing with timely follow up when needed Solution and results oriented approach to all situations and strong organizational skills and ability to prioritize and impeccable time management skills highly desired

Specific Responsibilities and Key Deliverables Include: Continually assess culture and employee engagement. Identify relevant solutions that address issues and improve engagement and retention. Collaboratively develop, manage and execute P&C solutions and processes around compensation planning, talent management, performance management and talent acquisition. Strategically partner with business leaders and executives on various people-focused initiatives to further organizational development, talent development, career progression and DEI initiatives. Plan for our future - Collaborate in the development and implementation of employee retention, career path planning and workforce plans that raise the bar on our overall talent strength for the company's long-term strategy Analyze HR metrics and trends to identify areas for improvement and implement data-driven solutions. Identify, nurture, and develop high-potential employees to become future leaders within the organization, ensuring a pipeline of talent to drive business growth and success. A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement Provide timely information and/or education for all levels of a company on P&C issues. Educate, coach, and partner with managers on performance management and employee development goals. Provide change management support for the organization. Manage annual programs such as merit and bonus planning and performance management. Lead talent reviews, succession planning, high potential identification, development plan creations and retention initiatives. Serve as resource for managers and employees, providing P&C guidance and coaching when appropriate. Be the voice of the customer to P&C and the face of P&C to the customer - ensuring successful deployment of people process in the field

Compensation and Benefits: In compliance with all states and cities requiring transparency of pay, the