Who You Are
You are a people-first business partner who finds purpose in building cultures where employees feel seen, supported, and set up to thrive. You bring warmth and structure in equal measure, someone who can lead a values-driven employee resource group with as much energy and care as you bring to navigating a complex FMLA case or conducting a compensation audit. You understand that the employee experience doesn’t end at the offer letter; it lives in every interaction, every system update, every recognition moment, and every change letter that lands in someone’s inbox. You are organized, proactive, and deeply systems-savvy, equally at home in a PEO platform as you are in a Slack channel or a virtual all-hands. You thrive in remote environments, communicate with clarity and empathy, and believe that getting the operational details right is one of the most human things a People team can do. You are a connector, a problem-solver, and a trusted advocate for the people you serve.
The Task At Hand:
The People and Culture Partner, Operations reports directly to the Senior Director of People and Culture and serves as a strategic generalist and operational owner responsible for elevating the employee experience from onboarding through every stage of the employee lifecycle. This role will partner with the broader People and Culture team to develop and execute key HR programs and high-impact initiatives, while being the operational backbone of the People and Culture function, owning employee change administration, leave management, compliance, and people data analytics, all while simultaneously leading the E3 Culture Committee and driving an innovative, values-led employee resource group that deepens engagement and connection across our fully remote team through monthly cultural heritage celebrations and virtual engagement experiences. With a dual focus on excellence in HR operations and a genuine passion for culture-building, this role partners cross-functionally to ensure that every “Farmer” feels informed, included, and empowered to do their best work. Ideal candidates bring strong HRIS and PEO systems experience, a deep knowledge of FMLA and employment compliance, and an authentic enthusiasm for creating workplaces where people belong.
In This Role, You Will:
- Drive Culture and Engagement
- Promote a culture of high performance, inclusion, and accountability while supporting employee experience and engagement
- Partner with the People team to build, launch, and evolve programs (performance management, engagement surveys, manager enablement, learning initiatives, and more)
- E3 Culture Committee Ownership: Serve as the primary owner and leader of the E3 Culture Committee (Employee Experience and Engagement resource group), overseeing the culture calendar, facilitating monthly committee meetings, and driving high-impact programming that strengthens connection, belonging, and morale across our remote team
- Innovative Engagement Programming: Design and launch innovative, scalable employee engagement initiatives aligned with Once Upon a Farm’s values (including recognition programs, virtual events, cultural celebrations, and DEI&B moments) with measurable impact on satisfaction and retention
- Engagement Survey Analysis and Action Planning: Assist in the analysis of the annual engagement survey results and qualitative employee feedback to identify themes, develop action plans, and report progress to leadership on a regular cadence
- Values Integration Across the Lifecycle: Partner with cross-functional teams to integrate culture-forward touchpoints throughout the employee lifecycle, ensuring that our values are lived and experienced at every stage
- Employee Advocacy and Culture Ambassadorship: Serve as a visible culture ambassador and trusted employee advocate, helping team members navigate questions, concerns, and ideas through the appropriate channels with care and confidentiality
- Learning and Development: Champion learning and development initiatives and partner with leadership to create opportunities for continuous growth in our remote environment
- Elevate the Onboarding Experience
- First-Class Onboarding Ownership: Own and continuously improve the end-to-end onboarding experience, from pre-boarding through post-onboarding follow-ups, ensuring every new hire feels welcomed, prepared, and connected from day one
- Scalable Onboarding Design: Design and deliver scalable onboarding programs that align with company culture, values, compliance standards, and business objectives
- Digital Onboarding Innovation: Elevate the new hire experience in Slack and other digital platforms, creating engaging onboarding spaces that foster community, communication, and belonging in a remote-first environment
- Quarterly Orientation Facilitation: Schedule and facilitate quarterly orientation sessions, ensuring a high-quality, consistent, and culture-rich experience for all new Farmers
- New Hire Welcome Boxes: Coordinate and fulfill the packing and shipping of New Hire Welcome Boxes as part of the onboarding experience
- New Hire Feedback and Retention: Monitor new hire engagement and satisfaction through structured feedback loops and first-90-day check-ins; use data to continuously improve the program
- Cross-Functional Onboarding Coordination: Partner with the People and Culture team, IT, hiring managers, our PEO, and Accounting to ensure seamless and coordinated onboarding execution
- Own Employee Change Administration and HR Operations
- Employee Change Administration: Serve as the central owner for all employee change events, including promotions, compensation adjustments, title changes, department transfers, and separations, from drafting and issuing change letters to executing all corresponding system updates
- Compensation Audits and Equity Analysis: Conduct regular compensation audits in partnership with leadership to ensure internal equity and market alignment; provide data-driven findings and recommendations to the Senior Director of People and Culture
- People Systems Administration: Maintain accurate and up-to-date employee records across all systems, including the PEO (Insperity), Outlook, the company intranet, Slack, and any other relevant platforms, with a high standard for data integrity and confidentiality
- Leave Administration and FMLA Compliance: Serve as the primary leave administrator: track, manage, and communicate all leave types, including FMLA, Paid Family Leave, Short-Term and Long-Term Disability, Military Leave, Bereavement, and other state or company-specific leave programs, ensuring full compliance and a compassionate employee experience throughout
- HR Compliance and Risk Mitigation: Stay current on FMLA, ADA, state leave laws, pay transparency regulations, and other applicable compliance requirements; proactively advise leadership and team members to mitigate risk and protect employee rights
- People Data Analytics and Reporting: Be the main point of contact for people analytics dashboards, data, and reports (when requested), covering headcount, turnover, leave usage, engagement trends, and compensation data to inform strategic people decisions
- Bi-Annual Performance Review Ownership: Lead and facilitate bi-annual performance review cycles, including communications, timeline management, system configuration, and manager and employee support throughout the process
- Training Design and Facilitation: Design and deliver People and Culture trainings for managers and employees on topics including performance feedback, compliance, leave processes, systems navigation, and culture programs
- Strategic People and Culture Operations Partner
- Partner with the broader People and Culture team to develop and execute key HR programs and high-impact company-wide initiatives
- Provide leaders with accurate, reliable, and timely HR guidance, support, and advice that mitigates business risk while protecting and fostering a healthy, inclusive work environment
- Ensure compliance with all local, state, federal, and company policies at all times
- Innovation and Process Modernization: Act as a catalyst for innovation within People Operations: identify and implement technology solutions (including AI), new tools, and emerging best practices to drive efficiency, effectiveness, and scalability
- Collaborative Team Player: Serve as a key contributor on national People and Culture initiatives and special projects, bringing an operational and employee experience lens to broader organizational effectiveness efforts
- Support the People and Culture team with ad-hoc projects and initiatives as needed
In This Role, You'll Bring With You:
- A minimum of 5-7 years of People and Culture business partner experience, ideally in a culture-forward, rapid growth work environment
- A minimum of 4 years’ HRIS or PEO administrator experience
- Prior experience supporting cross-functional teams in a remote or hybrid work environment preferred
- Prior professional HR experience in CPG, Retail, or Beauty industry, ideally a purpose-driven, employee experience-focused brand
- Experience administrating FMLA, Paid Family Leave, Short-Term and Long-Term Disability and other leave programs
- A Bachelor of Arts (BA) or Bachelor of Science (BS) degree or higher in Business, Human Resources, or a closely related field is required
- No BA? No problem. An equivalent number of years of experience in a People and Culture-focused role, paired with a demonstrated consistent pursuit of professional development and industry trends, changes, and best practices, satisfies this requirement
- A demonstrated ability to use data, experience, and judgment to solve complex problems with confidence
- A demonstrated track record of success in consulting with, guiding, and compassionately supporting cross-functional teams
- Demonstrated experience exploring Artificial Intelligence-based solutions thoughtfully and ethically
- Demonstrated experience driving and measuring DEIB strategies
- Prior experience owning people systems
- Prior experience facilitating employee trainings
- Prior experience creating engaging experiences in Slack
- Strong interpersonal and communication skills with a demonstrated track record of working effectively with a diverse range of individuals, teams, leaders, and external customers
- Up to 15% travel required: Although this role is a remote work-from-home position, we “Farmers” do meet as a company and/or as a department a few times a year. Anticipate possible travel up to a few times each quarter
- Genuinely passionate about improving childhood nutrition for a healthier and happier planet
- Desire to contribute to a dynamic, high-growth, purpose-driven work environment
- Demonstrated ability to thrive in ambiguity, deeply understand business needs, develop a cohesive strategy, and make decisions requiring a high level of judgment
- Must reside in the United States to be considered for this position
- Please note that visa sponsorship is not available for this position
Compensation
- Full-Time, Salaried, Exempt
- The anticipated salary range for this position is $115,000.00 to $135,000.00. The actual salary offer will carefully consider a few factors, including skills, qualifications, experience, and location. Certain positions are eligible for additional forms of compensation, such as bonuses, stipends, and role-specific perks.
Additional:
- Remote-first work environment
- Annual Bonus
- 401(k) program + 4% company match after three months
- New Hire Remote Life Stipend + annual Nourish and Nurture Allowance
- Monthly Cell and Internet Stipend
- Quarterly Farm-to-Fridge home deliveries and Employee Discounts
- New Parents: Up to 18 weeks of paid Parental Leave, Baby Steps Back To Work, 3 months’ supply of Once Upon a Farm products, and breast milk shipping service and support for those who travel after birth for the duration of your breastfeeding journey
- Unlimited Paid Time Off
- Paid Volunteer Time
- Paid Time Off to fulfill civic responsibilities, including jury duty and voting in local, state, and national elections
- Medical Insurance for the employee is covered at 100% on select plans, with additional plan options at a reduced cost to the employee
- Vision and Dental Insurance are covered at 100% for the employee and dependents
- Life insurance
- Flexible spending account and Health Savings Accounts for applicable plans
- Employee assistance program (EAP)
- All other benefits, leaves, and insurance as required by law, based on your specific residence
- And so much more!
Who We Are
Our Purpose: Drive systemic improvement in childhood nutrition for a healthier, happier, and more equitable world.
Our Business: At Once Upon a Farm, farm-fresh taste grows here. We're on a greater mission in providing organic, crave-worthy snacks and meals for children of all ages. Our recipes are crafted with only the best organic ingredients – whole fruits and veggies, cold-pressed (our pouches), or freshly frozen (our meals) to perfection– to support your growing kids at every stage. Each of our organic, non-GMO, non-dairy recipes contains no added sugar and are free from artificial flavors, colors, and preservatives – just simple, real, nutritious snacks your entire family will love.
We support and champion farmers who supply the highest-quality organic ingredients for our foods. We help parents keep their promise to provide the best nourishment for their children’s bodies and souls. We treat our consumers, customers, suppliers, investors, and all our valued employees with the same high level of dignity and respect that we expect from others. We will always fight for and support efforts to drive positive social change and food justice for the benefit of parents, kids, and families. Lastly, we foster an entrepreneurial and collaborative culture that values humility, honesty, passion, positive social impact, and fun.
Our Team: We’re all fully remote, which makes us a highly collaborative, dynamic, and supportive bunch. We share a singular mission to make the world a better place through the highest quality, most delicious, nourishing, and nutritious products made accessible to every home, from our farms to your fridge. And while we’re invested in our product, we’re equally invested in one another's success.
Once Upon a Farm is a purpose-driven brand made up of an inclusive group of individuals with diverse backgrounds, passions, and beliefs. We hire self-motivated, independent thinkers and those who are genuinely passionate about improving childhood nutrition for a healthier and happier planet. Bring your whole self to your work at Once Upon a Farm, a proud equal-opportunity employer. In your application, please feel free to note which pronouns you use.
In an effort to help us remove unconscious bias from our resume review process, we ask that you please remove all identifying information from your resume (like profile photos) before you upload it. Once Upon a Farm is committed to cultivating an inclusive environment where a diverse group of people can and want to do their best work, and that starts with our hiring practices.
Once Upon a Farm, PBC, provides equal employment opportunities to all employees and applicants in all company facilities without regard to race, color, religious creed, sex, national origin, ancestry, cast, citizenship status, pregnancy, childbirth, physical disability, mental and/or intellectual disability, age, military status or status as a Vietnam-era or special disabled veteran, marital status, registered domestic partner or civil union status, gender (including sex stereotyping and gender identity or expression), medical condition (including, but not limited to, cancer-related or HIV/AIDS-related), genetic information, or sexual orientation in accordance with applicable federal, state and local laws. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
This job description is a summary of duties; it is by no means an all-inclusive list but is merely a broad guide of expected duties.
You must reside in the United States to be considered for this position.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
