Job Description

WHO WE ARE
GDM Seeds is a global leader in plant genetics, dedicated to transforming agriculture through technological innovation. With a continuous focus on research and development, we bring the most advanced and high‑performing seed varieties to the market, creating new growth opportunities for our partners and for the future of agribusiness.

Our North America portfolio includes leading brands like AgriGold®, DONMARIO®, Mustang™, PRIDE® Seeds, Revere®, and Virtue, supported by a network of research superstations, one of the largest corn genetic pools and the fourth-largest corn research program. Through our combined expertise, we continue to push the boundaries of innovation, delivering top-tier seed solutions to help farmers grow and succeed. GDM’s region-first brand model reinforces the company’s long-standing promise to deliver top-performing genetics and robust agronomic support - ensuring farmers have the right genetics, in the right place, at the right time.

OUR DNA

We are passionate about what we do and driven by curiosity. We believe that learning and innovation are the foundation for transforming the future of agriculture. Our focus is on cutting‑edge genetic development, creating solutions that make a difference in the field and in the global market.

Our DNA not only guides us but also connects us: we work with empathy, transparency, and respect, ensuring agile and flexible operations. Here, you are the protagonist of your career, because we believe every individual plays an essential role in building something greater.

If you are passionate about learning and want to be part of evolving agriculture, GDM is the right place for you!

We are proud to offer a competitive benefits package, which includes:

• Medical, dental, and vision coverage
• 401(k) with company match (eligible 1st of the month following date of hire)
• Generous vacation time & paid holidays
• Volunteer Time Off
• Paid parental leave
• Tuition and Health Club reimbursement
• Other benefits: Company paid Long-term and short-term disability insurance, company paid life insurance and optional supplemental life insurance, health savings account (HSA) with a company contribution and Flexible Spending Account (FSA)

GDM is an equal opportunity employer. We are proud to welcome candidates from all backgrounds and encourage you to apply.

Learn more about us at gdmseeds.com or follow us on LinkedIn and Twitter @GDMSeeds.

The HR Business Partner serves as a strategic advisor to business leaders, connecting people strategy with business priorities to drive organizational performance. This role partners closely with leaders to influence business decisions through strong business acumen, HR expertise, and a comprehensive understanding of HR Centers of Excellence (COEs). The HR Business Partner also serves as a trusted coach, mentor, and organizational consultant, helping leaders build high-performing teams, strengthen leadership capabilities, and foster a culture of accountability, collaboration, and continuous improvement.

Duties/Responsibilities:

Strategic Business Partnership

• Serve as a trusted advisor to business leaders, translating business priorities into people strategies that drive organizational success.
• Develop a deep understanding of the business, its challenges, and future direction to proactively identify people opportunities and risks.
• Influence organizational decisions through data, business insights, and sound judgment.
• Build strong partnerships with leaders to drive organizational effectiveness and business performance.

Leadership Development

• Coach and mentor leaders to strengthen leadership capabilities, decision-making, communication, and team effectiveness.
• Support leaders in performance management, feedback, talent development, and succession planning.
• Foster a culture of accountability, continuous learning, and leadership excellence.

Talent Management

• Lead talent review, succession planning, and performance calibration processes to ensure consistent and objective talent decisions.
• Partner with leaders to identify, develop, and retain high-potential talent.
• Drive talent strategies that support long-term organizational growth.

Performance & Total Rewards

• Partner with leaders and Compensation teams on salary recommendations, promotions, and compensation decisions aligned with business needs and internal equity.
• Ensure performance and reward decisions are fair, data-driven, and aligned with GDM's compensation philosophy.
• Support annual performance and compensation cycles while providing strategic guidance to leaders.

Organizational Design & Workforce Planning

• Partner with business leaders on organizational design, workforce planning, and organizational effectiveness initiatives.
• Assess organizational structures, spans of control, workforce capacity, and budget implications to support business growth.
• Recommend structural changes that improve efficiency, scalability, and collaboration.

Mobility & Global Talent

• Demonstrate knowledge of global mobility policies and processes, advising leaders on employee movements and international assignments when applicable.
• Partner with relevant COEs to ensure seamless employee experiences throughout mobility processes.

Culture, Engagement & Change Management

• Strengthen GDM's culture by driving initiatives that increase employee engagement, collaboration, and inclusion.
• Support leaders in organizational change, communication, and team effectiveness.
• Act as a change agent, helping leaders successfully navigate organizational transformation.

HR Excellence & Continuous Improvement

• Maintain broad knowledge across all HR Centers of Excellence, including Talent Acquisition, Learning & Development, Total Rewards, Mobility, HR Operations, Internal Communications, and Employee Experience.
• Collaborate across HR as One Team to deliver integrated solutions that create value for the business.
• Identify opportunities to simplify processes, improve efficiency, and enhance the employee experience through continuous improvement and innovation.
• Leverage HR metrics and analytics to identify trends, measure impact, and guide decision-making.
• Performs other duties as assigned.

Education and Experience:

• Bachelor's degree in Human Resources, Business Administration, or a related field required.
• Five (5) to seven (7) years of progressive Human Resources experience required, including experience partnering with business leaders.
• Experience working across multiple HR disciplines, including talent management, performance management, compensation, organizational design, and workforce planning required.

Required Skills/Abilities:

• Strong business acumen with the ability to connect business strategy to people strategy.
• Comprehensive understanding of all HR Centers of Excellence and how they work together to deliver business outcomes.
• Proven experience in leadership coaching, organizational consulting, and talent management.
• Strong knowledge of performance management, talent reviews, succession planning, compensation, organizational design, and workforce planning.
• Understanding of global mobility principles and employee movement processes.
• Excellent stakeholder management, influencing, and communication skills.
• Analytical mindset with the ability to make data-driven decisions.
• High level of integrity, sound judgment, and ability to navigate ambiguity and organizational complexity.
• Experience leading organizational change and driving transformation initiatives.
• Proficient in Microsoft Office, including Word, Excel, PowerPoint, and Teams.

Leadership Expectations:

The successful HR Business Partner demonstrates:

• Business Partnership: Understands the business deeply and proactively contributes to strategic decisions.
• Leadership Coach: Develops leaders by challenging, coaching, and enabling their growth.
• Organizational Architect: Designs organizational solutions that strengthen performance, capability, and future readiness.
• One Team Mindset: Collaborates across all HR functions and COEs to deliver integrated, enterprise-wide solutions.
• Ownership: Takes accountability for outcomes, acts with an enterprise perspective, and consistently seeks opportunities to improve the organization.
• Continuous Improvement: Challenges the status quo, simplifies processes, and drives innovation that enhances both business and employee outcomes.

Physical Requirements:

• Prolonged periods of sitting at a desk and working on a computer.
• Ability to communicate effectively in person, by phone, and through virtual platforms.
• Ability to lift up to 15 pounds occasionally.
• Some travel may be required.