Strategic HR Business Partner - Finance

CHS Inc. is a leading global agribusiness owned by farmers, ranchers and cooperatives across the United States that provides grain, food and energy resources to businesses and consumers around the world. We serve agriculture customers and consumers across the United States and around the world. Most of our employees are in the United States, but today we have employees in 19 countries. At CHS, we are creating connections to empower agriculture.

Summary

The Human Resources Business Partner will provide strategic HR leadership and support to the CFO and global finance organization. As a key business partner to the CFO and the finance leadership team, the role will lead the people and organizational strategies that enable execution of the finance strategy, transformation agenda and future workforce needs. The successful candidate in this role needs to be adept at moving effectively between tactical execution and strategic advising, resolving day-to-day HR matters while maintaining a broader view of organizational talent needs. This individual will be a trusted thought partner to the CFO and finance leadership team and will develop talent and organizational solutions focused on building organizational capabilities, strengthening leadership effectiveness, driving workforce and change initiatives, and ensuring the organization has the talent and capabilities required to achieve its strategic objectives.

Responsibilities

- Partner with the CFO and Finance Leadership Team to develop and execute people and organizational strategies that enable the successful delivery of the finance strategy and transformation agenda.

- Serve as a trusted advisor to finance leaders by proactively identifying organizational, talent, leadership, workforce, and cultural risks that may impede business performance. Surface emerging issues early, provide actionable insights, and recommend solutions to accelerate strategy execution.

- Lead strategic workforce planning efforts to ensure the finance organization has the capabilities, skills, talent pipelines, and organizational structure needed to meet current and future business needs.

- Partner with leadership to assess and enhance organizational effectiveness, including organization design, leadership team effectiveness, role clarity, decision-making, accountability, and change readiness.

- Drive the global talent strategy and practices by effectively collaborating with regional HR leadership to ensure talent practices and organizational structure design are optimized across all regions.

- Provide guidance and leadership to one HR Business Partner to drive and support the talent strategy.

- Drive key management and people activities to build a culture of strong employee engagement; foster a workplace culture of behaviors aligned to the CHS Capabilities; advocate and facilitate appropriate employee recognition and rewards; promote employee well-being initiatives.

- Serve as a thought partner to leadership regarding talent development. Plan and facilitate ongoing talent discussions with the finance leadership team to support and encourage talent development and movement within the organization. Specifically lead the Finance Talent Council and partner with leaders to strengthen succession planning, high-potential development, and talent movement across the function.

- Provide strategic HR leadership for early talent programs, including the finance rotational and internship programs. Provide thought leadership to continue to evolve these programs to meet the talent needs of the function.

- Lead and support annual people processes including talent review, compensation planning, employee engagement survey action planning, and the annual performance review process.

- Leverage people data and analytics to gain insights and develop talent solutions to proactively address organizational needs.

- Collaborate with the Employee Relations COE to ensure workplace concerns and performance management issues are appropriately addressed.

- Partner closely with the HR COEs to offer input and perspective into the design of core HR processes aligned to evolving business needs and contribute to an effective HR service delivery model.

- Lead and/or participate in project work as opportunities arise, aligned with strategic HR initiatives and/or business needs.

Minimum Qualifications (required)

- 10+ years progressive human resources experience to include:

- 7+ years as a strategic human resources business partner and/or human resources manager

- Direct experience supporting various organization and talent processes including: strategic workforce planning, organizational effectiveness and organizational design, organizational transformation, change management, talent development, performance management and employee engagement

- Prior experience supporting executive leadership

- People leadership experience

- High School Diploma or GED.

Additional Qualifications

- Bachelor’s degree in a relevant field, preferably in Human Resources or Business; MBA or Master’s in HR preferred

- Experience directly supporting C-suite

- SHRM or HRCI certification

- Excellent verbal and written communication skills

- Strong collaboration skills

- Ability to effectively influence others to drive sound decisions

- Demonstrated ability to effectively integrate the talent and business strategy for strong results

- Proven ability to build strong working relationships across all levels of the organization – grounded in mutual trust and respect

- Highly organized with an ability to effectively manage multiple, competing priorities as part of a fast-paced and evolving work culture

- Ability to analyze and understand complex situations, respond timely to key stakeholders and coordinate effective resolution

- Ability to analyze data and extract insights from the data to inform business decisions

- Knowledge and practical application of employment law for applicable US and international geography

- Proficient with utilizing SAP HR modules and AI tools

- Pre-employment screening is based on the job requirements and industry guidelines and may or may not be required for the position. If required, selected candidates must pass pre-employment screenings to include all or a combination of drug, criminal, motor vehicle check, physical requirements and FMSCA Clearinghouse.

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CHS offers a competitive total rewards package. Compensation includes base wage and, depending upon position, may include other earnings such as bonus, incentives and commissions. Actual pay offered will vary based on multiple factors which may include, without limitation, experience, education, training, specialized skills and certifications, minimum wage/salary requirements under local law.

Benefits include medical, dental, vision, wellness programs, life insurance, health and dependent care spending accounts, paid time off, 401(k), pension, profit sharing, short- and long-term disability, tuition reimbursement and adoption assistance, subject to the eligibility requirements for each benefit plan.

CHS is an Equal Opportunity Employer/Veterans/Disability.

Please note that any communication from a CHS recruiter would be sent using a chsinc.com email address. In addition, a CHS recruiter will not ask for confidential information over the phone or in an email, or request money from a candidate involved in an offer process. If you have questions regarding an employment opportunity, please reach out to [email protected] ; to verify that the communication is from CHS.