Human Resources Business Partner - Erlanger, KY
ADM
Human Resources Business Partner – Nutrition (Flavors)
Human Resources - This is a full time, exempt position
This is a role responsible for a portfolio of approximately 4 locations and 450 colleagues
The role will be based in our Erlanger, KY facility.
Summary
The Human Resources Business Partner (HRBP) provides strategic, consultative support to leaders and colleagues across Nutrition sites, driving critical human capital initiatives, and enabling strong business performance. This role partners closely with plant managers and leadership teams to execute HR strategies that support operational priorities and build a high‑performing, engaged workforce.
The HRBP leads and supports key activities related to colleague engagement, workforce planning, performance management, talent development, succession planning, diversity and inclusion, communication, and change management. By diagnosing issues proactively and identifying opportunities for improvement, the HRBP ensures timely, effective solutions that strengthen both people and business outcomes.
Success in this role requires influencing operations leaders, building strong cross‑functional relationships, and applying deep knowledge of HR practices, policies, and employment regulations. Through strategic guidance and hands‑on partnership, the HRBP ensures that HR strategies are aligned to ADM’s goals and effectively implemented across supported sites. This role is critical to ADM’s success, enabling leaders to execute people strategies that enhance culture, improve organizational capability, and drive sustainable results.
HRBP Responsibilities & Impact:Build Strong Partnerships With LeadershipDevelops and maintains strong, trust-based relationships with plant leadership and management teams to influence decisions and deliver effective HR processes, advice, and support.Demonstrate ADM Core ValuesModels and reinforces ADM’s Core Values in every interaction, ensuring they are deeply integrated into working relationships and behaviors throughout all levels of the organization.Provide Proactive ConsultationPartners proactively with leadership in areas of employee relations, talent development, training, organizational effectiveness, and culture-building to improve performance and engagement.Champion SafetyActively promotes and supports all safety policies and programs, ensuring colleagues understand and are committed to working safely and contributing to a zero-incident culture.Lead Talent Acquisition ActivitiesOrganizes and participates in the full selection and hiring process, including interviewing, screening applicants, facilitating behavioral interview training, coordinating external searches, preparing job descriptions, managing requisitions and Affirmative Action documentation, overseeing pre‑employment steps, and delivering new hire orientation.Drive Workforce Planning & SuccessionBuilds and implements workforce planning strategies and knowledge‑transfer processes to strengthen current capability and future bench strength in alignment with succession planning needs.Ensure Policy Understanding & ComplianceIncreases leader and colleague understanding of ADM policies and procedures through coaching, training, and one‑on‑one guidance. Ensures consistent application of policies, regulations, and global standards. Serves as the primary contact for inquiries on benefits, attendance, performance reviews, and terminations.Coach & Support Performance ManagementCoaches leaders through performance management, development planning, and feedback discussions. Reviews and processes Performance Appraisals, PIPs, and Career Development Plans. Conducts training needs assessments and provides prioritized recommendations for capability building.Foster an Engaged & Productive WorkforceBuilds strong employee relationships and implements engagement strategies that improve workplace culture, enhance communication, and reinforce a respectful, productive environment.Resolve Employee Relations IssuesPartners with management to investigate and resolve employee concerns of moderate complexity, ensuring fair, timely, and compliant outcomes that minimize risk and strengthen trust.Practical HR TasksPreparing and sending weekly/monthly recruiting reports to leaders.Managing time-to-fill by monitoring requisition progress and removing bottlenecks.Monitoring attrition trends and identifying departments with elevated turnover.Preparing, updating, distributing regular reports (headcount, vacancies, turnover, and other key metrics).What We’re Looking For:Ability to work a flexible schedule based on the needs of the assigned facilities.Willingness to adjust hours as needed; may be required to work mornings, afternoons, nights, and/or weekends depending on site needs.Must work in a manufacturing/distribution/warehouse environment with the physical and environmental aspects typically associated with such environment.Must be willing to travel to sites; 25% travel required.Personal Characteristics and Skills:
Minimum QualificationsBachelor’s Degree in Business, Human Resources, or a related field (or equivalent combination of education and work experience in a related field)AND 5 years of HR experience with increasing levels of responsibility WITH 5 years of experience -HR experience across multiple disciplines (e.g., workforce planning talent acquisition, career development) while interpreting and applying HR policies, procedures, programs and processesIn leadership capacity with or without direct report responsibilityIn a cross-functional team environment with exempt and non-exempt staffProficient with Microsoft Office Suite including Outlook, Word, PowerPoint, and ExcelPreferred Qualifications:8 years’ experience working in multiple locations with remote teams7 years in leadership capacity with or without direct report responsibility7 years’ experience managing a cross-functional team with exempt and non-exempt staff in non-union capacitiesExperience developing, adapting, and/or facilitating trainingExperience actively serving as a strategic business partner for other parts of the organizationRelevant professional certifications (e.g. Professional in Human Resources)Experience in a manufacturing, distribution, or warehouse line of businessExcited about this role but don’t think you meet every requirement listed? We encourage you to apply anyway. You may be just the right candidate for this role or another one of our openings.
ADM requires the successful completion of a background check.
REF:105270BR
Human Resources - This is a full time, exempt position
This is a role responsible for a portfolio of approximately 4 locations and 450 colleagues
The role will be based in our Erlanger, KY facility.
Summary
The Human Resources Business Partner (HRBP) provides strategic, consultative support to leaders and colleagues across Nutrition sites, driving critical human capital initiatives, and enabling strong business performance. This role partners closely with plant managers and leadership teams to execute HR strategies that support operational priorities and build a high‑performing, engaged workforce.
The HRBP leads and supports key activities related to colleague engagement, workforce planning, performance management, talent development, succession planning, diversity and inclusion, communication, and change management. By diagnosing issues proactively and identifying opportunities for improvement, the HRBP ensures timely, effective solutions that strengthen both people and business outcomes.
Success in this role requires influencing operations leaders, building strong cross‑functional relationships, and applying deep knowledge of HR practices, policies, and employment regulations. Through strategic guidance and hands‑on partnership, the HRBP ensures that HR strategies are aligned to ADM’s goals and effectively implemented across supported sites. This role is critical to ADM’s success, enabling leaders to execute people strategies that enhance culture, improve organizational capability, and drive sustainable results.
HRBP Responsibilities & Impact:Build Strong Partnerships With LeadershipDevelops and maintains strong, trust-based relationships with plant leadership and management teams to influence decisions and deliver effective HR processes, advice, and support.Demonstrate ADM Core ValuesModels and reinforces ADM’s Core Values in every interaction, ensuring they are deeply integrated into working relationships and behaviors throughout all levels of the organization.Provide Proactive ConsultationPartners proactively with leadership in areas of employee relations, talent development, training, organizational effectiveness, and culture-building to improve performance and engagement.Champion SafetyActively promotes and supports all safety policies and programs, ensuring colleagues understand and are committed to working safely and contributing to a zero-incident culture.Lead Talent Acquisition ActivitiesOrganizes and participates in the full selection and hiring process, including interviewing, screening applicants, facilitating behavioral interview training, coordinating external searches, preparing job descriptions, managing requisitions and Affirmative Action documentation, overseeing pre‑employment steps, and delivering new hire orientation.Drive Workforce Planning & SuccessionBuilds and implements workforce planning strategies and knowledge‑transfer processes to strengthen current capability and future bench strength in alignment with succession planning needs.Ensure Policy Understanding & ComplianceIncreases leader and colleague understanding of ADM policies and procedures through coaching, training, and one‑on‑one guidance. Ensures consistent application of policies, regulations, and global standards. Serves as the primary contact for inquiries on benefits, attendance, performance reviews, and terminations.Coach & Support Performance ManagementCoaches leaders through performance management, development planning, and feedback discussions. Reviews and processes Performance Appraisals, PIPs, and Career Development Plans. Conducts training needs assessments and provides prioritized recommendations for capability building.Foster an Engaged & Productive WorkforceBuilds strong employee relationships and implements engagement strategies that improve workplace culture, enhance communication, and reinforce a respectful, productive environment.Resolve Employee Relations IssuesPartners with management to investigate and resolve employee concerns of moderate complexity, ensuring fair, timely, and compliant outcomes that minimize risk and strengthen trust.Practical HR TasksPreparing and sending weekly/monthly recruiting reports to leaders.Managing time-to-fill by monitoring requisition progress and removing bottlenecks.Monitoring attrition trends and identifying departments with elevated turnover.Preparing, updating, distributing regular reports (headcount, vacancies, turnover, and other key metrics).What We’re Looking For:Ability to work a flexible schedule based on the needs of the assigned facilities.Willingness to adjust hours as needed; may be required to work mornings, afternoons, nights, and/or weekends depending on site needs.Must work in a manufacturing/distribution/warehouse environment with the physical and environmental aspects typically associated with such environment.Must be willing to travel to sites; 25% travel required.Personal Characteristics and Skills:
Minimum QualificationsBachelor’s Degree in Business, Human Resources, or a related field (or equivalent combination of education and work experience in a related field)AND 5 years of HR experience with increasing levels of responsibility WITH 5 years of experience -HR experience across multiple disciplines (e.g., workforce planning talent acquisition, career development) while interpreting and applying HR policies, procedures, programs and processesIn leadership capacity with or without direct report responsibilityIn a cross-functional team environment with exempt and non-exempt staffProficient with Microsoft Office Suite including Outlook, Word, PowerPoint, and ExcelPreferred Qualifications:8 years’ experience working in multiple locations with remote teams7 years in leadership capacity with or without direct report responsibility7 years’ experience managing a cross-functional team with exempt and non-exempt staff in non-union capacitiesExperience developing, adapting, and/or facilitating trainingExperience actively serving as a strategic business partner for other parts of the organizationRelevant professional certifications (e.g. Professional in Human Resources)Experience in a manufacturing, distribution, or warehouse line of businessExcited about this role but don’t think you meet every requirement listed? We encourage you to apply anyway. You may be just the right candidate for this role or another one of our openings.
ADM requires the successful completion of a background check.
REF:105270BR
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