Westby Cooperative Creamery Careers
Westby WI
Director of People Operations

Director of People Operations

Full-time

Bachelor's degree

$125,000.00 - 168,250.00 per year

Position Summary:

The Director of People Operations serves as the senior HR Leader and is responsible for the strategic planning, direction and implementation of human resources policies, programs, and initiatives, including employment practices, recruitment, onboarding, employee learning and development, compensation, and performance management. This position manages the daily operations of the Human Resources team to ensure alignment with business and human resources objectives. As a member of the senior leadership team, the Director of People Operations serves as a strategic partner while supporting business strategy, improvements in production, enhancing communication and leading change management initiatives. Working collaboratively with employees at all levels, the Director of People Operations supports the mission and vision of Westby Cooperative Creamery by fostering a culture focused on safety, quality, productivity, and employee engagement.

Responsibilities:

1. Serves as a trusted member of the senior leadership team, providing Human Resources guidance on key business decisions while improving employee engagement, retention, productivity and organization performance.

2. Develops and implements workforce planning strategies in partnership with the senior leadership team to ensure the organization has the talent, skills, and capabilities necessary to achieve current and future business objectives. Assesses workforce capacity, analyzes talent needs, forecasts staffing and skill requirements, and identifies workforce gaps. Develops and executes action plans that may include recruitment, succession planning, employee development, and cross-training to optimize talent utilization and ensure employees are positioned in roles that align with their skills, performance, and organizational needs.

3. Prepares and delivers comprehensive presentations to the Board of Directors on human resources goals, strategic initiatives, workforce metrics, compliance matters, and overall departmental performance.

4. Develops, implements, analyzes, and manages Human Resources strategies aligned with organizational goals and business objectives. Establishes and monitors HR metrics to drive continuous improvement.

5. Leads all aspects of the employee lifecycle and provides strategic and hand-on human resources leadership.

6. Manages the recruitment, orientation, and onboarding cycle, including sourcing candidates, screening and interviewing applicants, extending employment offers, coordinating background checks and pre-employment screenings, and facilitating new hire orientation and onboarding while continually assessing and improving processes.

7. Oversees the administration and security of all Human Resources records, including personnel files, recruitment documentation, I-9 forms, workers' compensation records, investigation files, and performance-related documentation, ensuring confidentiality and controlled access.

8. Ensures compliance with all applicable federal, state, and local employment laws and regulations. Monitors Human Resources practices and processes, maintains required records and postings, investigates employee concerns, and implements corrective actions as needed to maintain compliance.

9. Manages and administers all employee benefit programs, including the annual renewal and benefit selection process, open enrollment, new hire enrollment, employee communications, claims administration, and ongoing program management. Oversees a comprehensive benefits package, including health and welfare plans, paid time off (PTO), holiday benefits, leave programs, and other employer-sponsored benefits, ensuring compliance, employee understanding, and effective utilization of available programs.

10. Manages the organization’s compensation program by conducting market-based wage analyses and designing equitable pay structures and salary ranges for all positions. Oversees the bonus program to ensure its effectiveness, competitiveness, and fairness in supporting organizational goals and employee performance.

11. Oversees the workers' compensation program, ensuring timely reporting, case management and recordkeeping, and regulatory compliance.

12. Develops, reviews, updates, and communicates Human Resources policies, procedures, and guidelines to support organizational objectives and compliance requirements.

13. Manages the organization’s drug and alcohol free workplace program, including policy development and administration, employee education and awareness initiatives, testing program coordination, regulatory compliance and return-to-work processes for employees following policy violations or treatment.

14. Oversees the employee performance management program, including performance evaluations, coaching, corrective actions, investigations, disciplinary proceedings, and employment separations. Provides guidance and recommendations on employee relations matters.

15. Serves as an advisory member of the Workplace Culture Committee and acts as a community liaison, promoting organizational engagement and supporting initiatives that strengthen the company's reputation as an employer of choice.

16. Develops strategies and solutions for employee development in collaboration with the Senior Leadership Team and Human Resources team. Manages succession planning and employee development strategies. Coaches leaders to improve their leadership, management, and employee development abilities.

17. Manages employee engagement and exit interview programs to collect meaningful employee feedback, identify opportunities for organizational improvement, and strengthen the company's reputation as an employer of choice.

18. Provides strategic oversight of the Human Resources Information System (HRIS) and payroll functions, ensuring accurate employee data management, system effectiveness, data integrity, and compliance with organizational and regulatory requirements.

19. Manages Human Resources staff by developing and ensuring departmental goals are achieved through employee training, coaching, performance management, corrective action, and providing support as needed.

20. Ensures Human Resources Standard Operating Procedures (SOPs) are developed, maintained, and updated to support consistent and compliant Human Resources operations.

21. Maintains current professional and technical expertise through continuing education, professional development activities, industry research, networking, and participation in relevant professional organizations.

22. Performs other duties and responsibilities as assigned.

Knowledge, Skills, and Abilities:

1. Bachelor’s degree in human resources management or a related field, along with ten or more years of progressive Human Resources experience supporting manufacturing or operations environments, or an equivalent combination of education and experience is required.

2. Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) certification preferred.

3. Demonstrated leadership experience with a proven ability to develop employees, build high-performing teams, and collaborate effectively across departments is required.

4. Demonstration of Strong knowledge of employment laws, labor regulations, and compliance requirements, and HR best practices, with the ability to make sound decisions that support organizational objectives while minimizing risk is required.

5. Experience succeeding in a fast-paced, results-driven, work environment preferred.

6. Proven track record as a transparent and authentic leader who values diverse perspectives, experiences, and backgrounds is required.

7. Proficiency in Microsoft Office applications, including Word, Excel, and PowerPoint, required. Experience with Human Resource Information Systems (HRIS), such as UKG Ready is preferred.

8. Strong leadership skills, unquestioned integrity, and demonstrated success working collaboratively across teams to achieve organizational goals is required.

9. Excellent verbal, written, and interpersonal communication skills is required.

10. Strong organizational and project management skills, with the ability to prioritize competing demands, manage multiple projects simultaneously, and meet deadlines is required.

11. Exceptional attention to detail, analytical thinking, problem-solving abilities, and sound judgment is required.

12. Ability to build effective working relationships at all levels of the organization while handling sensitive and confidential information with discretion is required.

13. Effective presentation, facilitation, and training skills is required.

14. Flexibility to support 24/7 operations and work extended hours as business needs demand is required.

Physical Requirements:

1. Work is performed within an office environment with minimal exposure to hazardous or unpleasant conditions. Physical demands are usually limited to sitting or standing in one location much of the time. Some stooping. Lifting or carrying objects of light weight may be required. Must successfully complete administrative job screen.