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Human Resources Business Partner - Commercial, NAM

Job Id:  3534

King of Prussia, Pennsylvania, United States

Department:  Human Resources
Function:  Human Resources
Employee Type:  Permanent Full Time
Seniority Level:  Not Applicable

About UPL

UPL is a leader in global food systems and with the acquisition of Arysta LifeScience, is now one of the top 5 agricultural solutions companies worldwide. With revenue of US$5 billion, UPL has presence in 130 countries. With market access to 90 percent of world’s food basket and focused on high-growth regions, UPL represents a compelling value proposition for growers, distributors, suppliers and innovation partners in a consolidating market. UPL offers an integrated portfolio of both patented and post-patent agricultural solutions for various arable and specialty crops, including biological, crop protection, seed treatment and post-harvest solutions covering the entire crop value chain.

Job Summary: The HR Business Partner is tasked with ensuring alignment between the business operations and the HR practices and objectives. The HR Business Partner provides consulting and coaching to set internal client groups in order to support the business's vision, mission, and overall objectives.


This HR Business Partner will provide HR support to our Commercial teams (AgSales, Marketing, Canada) internal businesses. As a trusted advisor, they will work closely with the functional leadership team in support of business objectives, drive HR processes and procedures, talent development, workforce strategy and strategic plans to meet business needs.


This complex position spans several geographic sites across the US and interacts with various executive leaders to develop, integrate, implement and drive effective HR solutions and processes.


Responsibilities: The HR Business Partner should have a broad understanding of and appreciation for the technical and functional components of Human Resources, including: talent acquisition; organizational development; compensation and benefits; employee relations; general understanding of labor (preventive and union relations); due diligence related to acquisitions experience; training and development and employee communications. Responsible for both hands on/tactical and implementation of full cycle Human Resources processes.


  • Provide guidance and direction to supervisors and managers to internal set client groups regarding performance management, performance improvement plans, progressive discipline and other employment practices;
  • Effectively communicate HR products, perspectives, services, programs and policies to management and employees and implication on business strategies;
  • Facilitate discussions across the management team to collectively create solutions for employee challenges.
  • Cultivates the interpersonal skills and emotional discipline to forge authentic relationships with teammates in order to establish mutual trust, respect and accountability.
  • Serve as a consultant to assigned client groups on a broad range of organizational issues of critical importance to the business; anticipate business needs and provide realistic solutions aligned with business objectives;
  • Works on complex problems leveraging analysis of intangible variables to provide HR solutions across various sites.
  • Ensure the implementation and application of agreed upon UPL HR policies, processes, systems and programs are in alignment with the region and/or function and throughout the local site;
  • Strive for best practices in the standardization, harmonization and alignment of local HR activities, but always with the business requirements in mind;
  • Manages (in partnership with HR Head) the annual compensation and performance management / calibration process for core technical, executive, and critical capability roles.
  • In Partnership with Business Excellence/Commercial Operations, manages and drives the Annual Sales Incentive process from development, communication and implementation to processing payment. Review Incentive achievements on quarterly basis.
  • Partner with client groups to develop and/or assess the effectiveness of career paths, align their operations and employee capabilities to the overall strategic directions, job ladders, and job descriptions; ensure validity and consistency of use within the business unit;
  • Build a strong, trusted business relationship with leaders and employees to be positioned as a trusted, knowledgeable, and informed HR business partner who can proactively recognize future team needs and develop long-term plans that support business objectives.
  • Lead or sponsor cross-functional projects which address continuous improvement of operational processes
  • Consult in close collaboration with internal and external consul on ensuring compliance and adherence to applicable employment laws and UPL policies;
  • Provides leadership, mentoring and coaching for all staff and fosters a culture of customer centricity, accountability, innovation and team building.
  • Supporting a culture of diversity, inclusion, and employee wellness.



Must be willing to travel up to 20% to our field operations and staff meetings

We are one team, for maximum impact. One team with shared goals. We all play for the team and no-one plays against team. We have a laser-like focus on what our customers need and want, on anticipating their future needs and how we can create innovative solutions and experiences for them.