Director of Human Resources - Gothenburg NE

Country Partners Cooperative is a full-service diversified agricultural cooperative in central Nebraska located in 20 communities, partnering with farmers and ranchers to accomplish more together.

Director of Human Resources - Gothenburg NE

SUMMARY OF THE POSITION

The Director of Human Resources leads and performs the day-to-day human resources functions for Country Partners Cooperative. This position serves as the primary HR resource for employees and managers across all locations and is responsible for employee relations, recruiting and onboarding, benefits, payroll administration, compensation, leave, performance management, training, employee records, required reporting, and employment compliance.

This is a hands-on position requiring strong judgment, attention to detail, confidentiality, and consistent follow-through. The Director advises the VP of Enterprise Transformation and managers on employment matters, workforce needs, compliance risks, and HR practices. The successful candidate will be approachable and service-minded while remaining fair, firm, and confident when addressing difficult or sensitive situations.

ESSENTIAL DUTIES AND RESPONSIBILITIES (include the following and others may be assigned)

HR Management and Employee Relations

• Lead the Cooperative’s HR function and serve as the primary, accessible HR resource for employees and managers.
• Advise the VP of Enterprise Transformation and managers on employee relations, workforce planning, staffing, compensation, policy interpretation, documentation, and employment compliance.
• Build trusted relationships throughout the Cooperative by responding to employee and manager concerns with empathy, discretion, fairness, and consistency.
• Manage employee-relations matters, including coaching, conflict resolution, investigations, corrective action, performance concerns, and terminations.
• Guide managers through difficult conversations and employment decisions while balancing employee support, company expectations, and business needs.

• Escalate significant employee matters, policy exceptions, recommended terminations, and potential legal or compliance concerns to the VP of Enterprise Transformation or appropriate management.

• Identify opportunities to improve HR processes, manager effectiveness, employee communication, and the overall employee experience.

Recruiting, Onboarding, and Development

• Coordinate recruiting activities, including job descriptions, job postings, applicant reviews, interviews, background and driving-record checks, offer letters, and hiring documentation.
• Work with managers to identify staffing needs and prepare hiring and compensation recommendations for appropriate approval.
• Complete new-hire onboarding and orientation, including required documentation, I-9 and E-Verify compliance, employee files, benefits enrollment, and assigned training.
• Administer the performance-management process and provide managers with guidance, documentation, training, and follow-up support.
• Coordinate employee development, manager training, recognition programs, service milestones, and other workforce initiatives.
• Support workforce and succession planning in partnership with the VP of Enterprise Transformation and management team.

Payroll, Benefits, and Leave

• Coordinate accurate and timely biweekly payroll processing, including time and attendance, deductions, garnishments, child-support orders, incentive payments, and employee changes.
• Maintain appropriate documentation for payroll transactions and employee master data changes.
• Follow established review and approval procedures and ensure payroll is independently reviewed before it is finalized.
• Maintain a documented payroll backup process and coordinate with Finance on payroll access, approvals, reconciliations, and internal controls.
• Administer employee benefit programs, including enrollment, life events, retirement-plan coordination, COBRA, open enrollment, vendor relationships, and employee assistance.
• Administer employee leave and accommodation processes, including FMLA and other applicable requirements.
• Conduct or coordinate compensation and benefit reviews, wage surveys, and market comparisons to support management decisions.
• Compliance, Records, and Systems
• Interpret and apply company policies and applicable federal and state employment laws.
• Maintain accurate, confidential, and legally compliant personnel, medical, benefit, payroll, I-9, and former-employee records.
• Maintain appropriate access controls for sensitive employee information and ensure material employee data changes receive independent review.
• Coordinate HR-related DOT and FMCSA requirements, pre-employment and random testing, unemployment claims, workers’ compensation support, and employment verifications.
• Prepare and coordinate required reports, filings, audits, and notices, including EEO-1, ACA-related reporting, benefit-plan reporting, nondiscrimination testing, and workers’ compensation audits.
• Monitor employment law, payroll, benefits, compensation, and HR-practice developments and recommend needed updates.
• Draft and maintain employee policies, handbooks, procedures, forms, job descriptions, and HR processes.
• Maintain HR, payroll, benefits, timekeeping, and applicant-tracking systems and ensure information is accurate and access is appropriately controlled.

• Manage HR vendors, track related expenditures, process invoices, and provide management with information needed for vendor and spending decisions.

  EDUCATION and/or EXPERIENCE

• A bachelor’s degree in human resources, business administration, or a related field is preferred.
• A minimum of five years of progressively responsible HR experience is required, including substantial hands-on responsibility for employee relations, employment compliance, benefits, payroll, recruiting, leave administration, recordkeeping, reporting, and daily HR operations.

• Experience supporting a multi-location workforce is preferred. Experience in agriculture, cooperatives, transportation, energy, manufacturing, or another operational environment is also preferred. An equivalent combination of education and directly relevant experience may be considered.

  Certificates, Licenses, and Registrations

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification is preferred.
• A valid driver’s license and a company-approved driving record are required.

Competitive wages with robust benefit package offered including:

Health, Dental, Vision and Life Insurance, 401(k) Plan-Regular and Roth, Lifetime Income Benefit Plan (RetireMint), Variable Pay Plan, supplemental insurance policies, FSA, HSA, company provided term life and long-term disability insurance, PTO (paid time off), major sick leave, annual clothing benefit, employee discounts,

Country Partners Cooperative is an equal opportunity employer.