People Operations Manager Visa Sponsorship Jobs in Wisconsin

Job Type:

Regular

People are at the heart of everything we do. We believe in working together, speaking honestly, taking ownership, and creating value in everything we deliver. Our culture is built on collaboration, accountability, and a shared commitment to growing stronger together. Joining the team means being part of an environment where people support each other and take pride in making a real impact.

We believe the best results come from collaboration, sharing perspectives, and working as a team.

A workplace where collaboration is encouraged and valued:

Salary range 006: $102,600-$128,300 (Salary will be determined based on skills, education, training & experience related to the position.)

Competitive and comprehensive compensation and benefits package focusing on your physical, financial, and emotional health to include the following perks as well as the standard benefit offerings:

• Medical, Dental, Vision, Life, Short and Long-term Disability Insurance
• 401(k) with 7% company contributions
• 3 weeks Paid Time Off
• Paid holidays and 2 floating holidays
• Paid parental leave
• Advancement Opportunities
• Work/Life balance

How you will contribute to collective success:

The Human Resources Manager (HRM) at Agropur’s Little Chute facility is responsible for partnering with the operational leaders, the Director Human Resources and HR Centers of Excellence (COEs) to deliver on organization, talent, and culture strategies to drive business outcomes. The HRM operates as both a strategic and hands-on Business Partner performing the full life cycle Human Capital support within the business. This role advises leadership through the planning and execution of Human Capital practices and programs, and guides employees through their career, performance, and talent development experiences.

Essential Duties and Responsibilities:

• Trusted Coach and Advisor: Establish strong working relationships with leadership to understand business objectives and requirements, and employees to understand individual work experiences.

• Strategically align the people, engagement, and culture related solutions that will enable business and HR results.

• Strategy Builder: Liaison between the business unit and broader HR organization to ensure that HR services are aligned with internal client needs and business goals. Ensure HR programs for recruitment, development, performance, and rewards support the long-term goals of the organization. Own the site talent and engagement strategy to support delivery of business key results, operational metrics, and HR functional priorities.

• Value and Outcome Driver: Serve on Site Leadership Team and collaborate with Managers to proactively identify issues and determine optimal application of HR strategies. Contribute to the business strategy by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures and processes. Apply organization consulting principles, and use data intelligence and systems thinking to diagnose needs and inform decisions.

• Performance and Change Expert: Lead the organization through change and transformation, and champion a performance driven culture. Establish best practices that facilitate change analysis, accelerate change adoption, and communication strategies.

• Culture Steward: Foster a culture that drives engagement and allows all employees to bring their authentic selves to work. Establish practices for receiving feedback on the employee experience, and creating action plans to close gaps or strengthen best practices.

• Employee Relations: Provide advice, guidance, and information regarding employee relation matters to the site leadership and Plant Manager to support decision making. Ensure fair administration of policies and procedures, and investigate and take appropriate action to positively resolve workplace conflicts and problems regarding professionalism, discrimination, harassment or safety concerns.

• Maintain current knowledge of industry trends, compliance requirements, current practices, new developments and applicable laws regarding Human Resources.

• Guide, coach, and educate broader HR business partner community on best practices.

• Participate in global projects and initiatives across the business, operations, and HR.

• Maintain professional community relations to increase the organization’s visibility and to further personal development. Maintain internal and external networking contacts and vendor partnerships.

• Understand and adhere to Good Manufacturing Practices.

• Safety Protocol

This list of duties and responsibilities is not all-inclusive and may be expanded to include other duties and responsibilities, as management may deem necessary from time to time.

The type of team player who fits with the team:

Education Required:

• Bachelor’s Degree in Human Resources or related field required.

• Master’s degree in Business, Human Resources, or Talent Development related field preferred.

Experience Required:

• Minimum ten (10) years of experience in Human Resources, with at least 3 years experience in a comprehensively HR Business Partner role required.

• Experience in a manufacturing setting required, with experience in food manufacturing strongly preferred.

• Demonstrated leadership experience with record of managing by influence required.

Certification/Licensure Required:

• SHRM Senior Certified Professional (SHRM-SCP) or Senior Professional Human Resources (SPHR) certification preferred.

Skills Required:

• High level of interpersonal and communication skills to handle sensitive and confidential situations and documentation.

• Strong internal consulting skills with the ability to champion and influence change and a willingness to take risks.

• Ability to build relationships by adapting their approach and style to the business leaders.

• Able to effectively partner with the business to identify, assess, select, reward and develop talent to meet current and future demands.

• Business acumen, understanding of current and future policies, practices, trends, technology and information affecting the organization.

• Bilingual English-Spanish preferred.

A role for those who know performance is built together.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Agropur welcomes people from all backgrounds and origins. We are proud to be an employer with a diverse community and are committed to providing a respectful and inclusive experience for all employees and applicants. We will work with candidates who request accommodation. Please note that an adequate knowledge of French is required for positions in Quebec. Agropur uses artificial intelligence technology to assist our recruiters in screening, assessing, or selecting applicants for this position.

In this text, the use of the masculine gender to designate persons is intended only to lighten the text.