Human Resource Business Partner

Summary: The Human Resources Business Partner will support plant leaders and employees across assigned facilities. This role is responsible for strengthening workforce effectiveness through proactive employee relations, talent management execution, leadership coaching, organizational effectiveness initiatives, and disciplined HR administration.

The Human Resources Business Partner serves as a hands-on partner to plant leadership teams, helping supervisors and managers proactively address workforce challenges before they become operational or compliance risks. This individual will spend significant time in field locations building relationships with leaders and employees, coaching managers, supporting talent decisions, and ensuring consistent execution of Human Resources processes.

This is a field-oriented player-coach role requiring visible presence, sound judgment, strong follow-through, and the ability to effectively balance employee advocacy with business needs. The successful candidate must be comfortable navigating challenging employee situations, supporting organizational change, influencing leaders, and driving accountability throughout assigned operations.

Responsibilities include but are not limited to:

Employee Relations & Workforce Risk Management

• Serve as primary HR resource for employee relations matters within assigned facilities.
• Conduct workplace investigations and document findings in an objective and timely manner.
• Support resolution of employee concerns, complaints, and workplace conflicts.
• Coach leaders on corrective action, performance improvement plans, attendance management, and employee accountability.
• Interpret and apply company policies consistently and fairly.
• Identify workforce trends and risks and recommend practical corrective actions.
• Maintain complete employee relations documentation and case records.
• Monitor workforce sentiment and proactively identify organizational risks.
• Maintain knowledge of federal, state, and local employment laws and labor regulations.
• Assist with agency responses and investigations when necessary.
• Promote positive employee relations practices and a respectful workplace culture.

Leadership Coaching & Organizational Effectiveness

• Serve as a trusted coach and advisor to supervisors, managers, and operational leaders.
• Reinforce accountability, effective communication, and consistent leadership practices.
• Coach leaders through difficult employee situations and organizational challenges.
• Support change management and workforce transition activities.
• Improve manager confidence, capability, and effectiveness.
• Promote a culture focused on accountability, engagement, and continuous improvement.

Talent Management & Workforce Development

• Facilitate talent review and management development discussions.
• Support workforce planning efforts and talent pipeline development.
• Assist leaders in identifying high-potential employees and future leaders.
• Support promotion readiness and internal development planning.
• Drive execution of the company's performance management process.
• Coach leaders on employee development and career progression conversations.
• Support internal career pathways for employees advancing into supervisory, operations management, maintenance leadership, and plant leadership roles.
• Reinforce enterprise leadership and workforce development programs.
• Monitor completion and effectiveness of assigned training initiatives.
• Assist leaders in creating development experiences through mentoring, cross-training, stretch assignments, and on-the-job learning opportunities.
• Help identify employee capability gaps impacting operational performance.

Operational Execution

• Facilitate HR administration activities for assigned facilities.
• Maintain employee records and Human Resource Information System (HRIS) data integrity.
• Support employee status changes, position changes, organizational changes, and workforce transactions.
• Coordinate onboarding, orientation, transfers, promotions, and offboarding processes.
• Conduct exit interviews and analyze findings to identify improvement opportunities.
• Prepare and maintain required documentation and reports.
• Support payroll-related processes and workforce administration activities when needed.
• Assist with compliance reporting and audit preparation.
• Ensure assigned HR processes are completed accurately, timely, and consistently.
• Drive accountability for follow-through and resolution of workforce-related actions and requests.

Qualifications:

• Bachelor's degree required, preferably in Human Resources, Business, Organizational Leadership, or a related field.
• Minimum of 7 years of progressive Human Resources experience.
• Experience in manufacturing, industrial, agricultural, energy, logistics, or similar environments.
• Demonstrated experience conducting investigations and managing employee relations matters.
• Experience coaching leaders on employee performance and workplace issues.
• Knowledge of federal and state labor and employment laws.
• Strong written documentation, communication, and interpersonal skills.
• Ability to maintain confidentiality and exercise sound judgment.
• Strong organizational and problem-solving capabilities.
• Valid driver's license and ability to travel extensively.
• Preferred:
  • SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
  • Multi-site manufacturing or industrial experience.
  • UKG experience.
  • Experience supporting leadership development and succession planning programs.

Travel Requirements:

This position requires extensive field presence and regular interaction with leaders and employees throughout Green Plains operations. The Human Resources Business Partner is expected to spend substantial time at assigned facilities and must be willing and able to travel more than 60% of the time to support business needs. This role may occasionally require overnight travel and support outside traditional business hours.

Physical & Working Conditions

• Regular office and computer work.
• Frequent travel to operating facilities.
• Exposure to manufacturing and production environments, including noise, moving equipment, and varying environmental conditions during facility visits.
• Ability to move throughout operating facilities and participate in field engagements when required.
• Use of Personal Protective Equipment while at operating facilities.

Green Plains Inc. offers competitive pay: a generous benefit package including business casual work environment, health, dental, vision, life insurance, paid holidays, Paid Time Off (PTO) and a 401(k) retirement plan with immediate vesting and company safe harbor matching. All potential employees of Green Plains Inc. will be required to successfully pass a pre-employment drug screening and background check prior to employment.

Candidates must be at least 18 years of age to be considered for plant-based roles to comply with applicable child labor laws.

Green Plains does not provide immigration-related employment sponsorship for new hires (for example, H-1B, F-1 OPT, TN, or other work visas). Applicants must be authorized to work in the United States on a full-time basis and be able to maintain ongoing work authorization without employer sponsorship now or in the future.

Equal Opportunity Employer

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Other duties may be assigned.

Company Description: 

Green Plains Inc. (NASDAQ:GPRE) is a leading biorefining company focused on disciplined execution and leadership in low‑carbon biofuels and high‑value ingredients. The company operates a performance‑driven platform focused on maximizing yield, lowering carbon intensity, and delivering long‑term value through responsible capital deployment.