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Christensen Farms is one of the largest, family-owned pork producers in the United States, marketing approximately 3 million hogs per year. Headquartered in Sleepy Eye, Minnesota, our 50 year old company operates throughout the Midwest with facilities in Minnesota, Iowa, Nebraska, Illinois and South Dakota. Christensen Farms owns four feed mills, manages 140,000 sows on 44 farms, and oversees more than 350 nurseries and grow-finish sites. Our organization employs nearly 1,000 people and maintains 1,500 contract partnerships.

Position Overview & Responsibilities: The Talent Acquisition Manager role will play a critical role in shaping the talent and contributing to the bottom line success of the company. It will be responsible for developing, implementing, and driving talent acquisition strategies aligned with the current and future hiring needs of the business. This role will play a pivotal role in CF’s mission to attract, acquire, and retain the best talent in the industry. A successful candidate will bring expertise in high-volume recruiting processes, stakeholder management, recruiting program management, hiring best practices, proactive sourcing, candidate experience improvement, company branding, and building trusted partnerships between recruiting and the management team. This position is a hybrid role (3 days per week in office) and will be located in the Sleepy Eye, MN office. Some travel and work beyond standard business hours may be required.

From Our Manager

“The Talent Acquisition Manager role offers opportunities for growth in an organization that is an industry leader, has a focused purpose and has a great culture to offer. You can have a big impact on improving our processes, business unit relationships and overall team performance”.

-Director of HR

What You Will Do:

• Develop strong partnerships between TA, HRBP’s and hiring managers/key department leaders to understand the needs of the business, guide a hiring process built on best practices, and deliver top talent to the organization.
• Coach and develop TA team members by setting effective performance goals with stretch leadership opportunities, proactively coaching through sourcing and selection process challenges, ensuring team members have sufficient resources to succeed, and fostering team engagement.
• Position CF as an employer of choice by improving company branding across all media forms in cooperation with the internal communications team, by attending priority community and school career events, and by improving the marketing options available for open positions thus putting CF in a position to select employees of choice.
• Model and lead a sourcing culture on the TA team that proactively finds new sources of talent, casts a wide net to fill current requisitions, and pipelines talent for future needs.
• Monitor compliance to ensure all state and federal hiring requirements are being met.
• Drive results by developing, analyzing and reporting meaningful talent acquisition metrics with senior leaders across the organization.
• Develop organization talent acquisition strategies that meet the diverse needs of the business
• Provide coaching, support and training to hiring managers and their teams to ensure a best-in-class selection, hiring and onboarding process is achieved.

What You Offer Us:

• Bachelors degree in Human Resources or related discipline.
• 3 years plus experience in a high-volume, full life cycle Talent Acquisition individual contributor role AND an additional 3 years plus experience in a talent acquisition team leadership role in a progressive, fast-paced environment.
• Proven experience as a “player-coach” successfully balancing team leadership while personally recruiting for key roles.
• Experience building and developing a successful talent acquisition program (ie university or community relations, DEI, etc.).
• Innovative and highly proactive sourcing track record for salaried and hourly roles, delivering top talent for current requisitions while also pipelining talent for future needs.
• Continuous improvement mindset to establish and implement best practices across the TA team.
• Experience establishing key metrics to measure TA team performance and weekly reporting shared with senior management highlighting key challenges and successes.
• Proven history of establishing trusted relationships between the recruiting function and business units and leaders.
• Strong knowledge of general labor law, immigration processes (TN, H-1B), general human resources policies and procedures, and state and federal compliance requirements.
• Ability to travel regionally to career events and facilities as needed.
• Bilingual experience preferred (Spanish/English).
• Pluses: agricultural recruiting, Oracle Taleo Cloud experience.

What We Offer You:

• A strong HR leadership career track with opportunities to grow.
• We offer a comprehensive benefits package including health, dental, vision, a flexible spending account (FSA), life insurance, short-term disability, long-term disability, a 401(k) plan, paid holidays, paid time off bank, an employee assistance program (EAP), and more.
• Be an active part of an organization that gives back to the community in many ways—including feed programs that support local farms, food shelf programs, food support for veterans, agriculture education and promotion, FFA/4H support, charitable contributions, etc.
• A company that has a passionate purpose for food safety, animal welfare, and for living its core values every day–respect, integrity, excellence, adaptability, and innovation.
• A culture that fosters employee growth, hybrid work options, promotion from within, and a highly team-oriented workplace environment.
• The targeted base pay range for this role is: $90,000 to $125,000 with this range reflecting differences in candidate knowledge, skills, and experience.

Reports to:

Director of HR

Christensen Farms is an equal opportunity employer. It is our policy to select the most qualified person for each position in the organization. No employee of CF will discriminate against any applicant for employment or a fellow employee because of race, color, religion, sex, national origin, disability, citizenship status, genetic information, age, sexual orientation, gender identity, military status, veteran status or any other prohibited basis under applicable local, state, or federal law.