Who You Are:
You are a people-first partner who thrives on shaping supportive, meaningful experiences for candidates, new hires, and leaders alike. Whether it’s guiding someone through their very first hire or supporting a team scaling at lightning speed, you bring curiosity, empathy, and problem-solving grit to every challenge. With a knack for uncovering solutions (even when the path isn’t clear) you balance strategic expertise with a forward-looking enthusiasm for innovation, exploring how data, AI, and emerging people practices can create better ways of working. You care deeply about compassionate candidate care and believe in making work work for everyone, ensuring leaders and teams feel supported and empowered from day one. A collaborative leader at heart, you set high standards and know how to build, develop, and inspire high-performing teams. You simplify and elevate HR best practices, always with an eye toward creating a culture-first environment where people can thrive both personally and professionally. At the same time, you’re constantly learning, growing, and eager to share your experience and insights to help others succeed.
The Task At Hand:
The People Experience Partner reports directly to the Senior Director of People and Culture and serves as a strategic leader and process owner responsible for the full recruitment lifecycle and onboarding experience while championing collaborative People and Culture initiatives. This role drives end-to-end recruiting strategies across all departments, ensuring an inclusive, high-impact candidate experience while coaching hiring managers to uphold best practices. Your expertise will shape annual hiring strategies, strengthen DEIB initiatives, and modernize processes through innovative tools and technologies. In parallel, this role owns and continuously refines the onboarding journey, ensuring alignment with company culture and compliance standards. This role also plays a key part in national People and Culture initiatives, partnering cross-functionally to improve employee engagement, learning, and organizational health. With a deep understanding of recruiting and onboarding operations, this role champions scalable, values-driven talent practices that support the company’s growth and mission. Ideal candidates bring strong CPG or purpose-driven brand experience, technical systems knowledge, and a passion for building inclusive, high-performing teams.
In This Role, You Will:
Lead Full-Cycle Recruiting
• Full-Cycle Recruiting Ownership: Lead and execute end-to-end recruiting strategies, ensuring a best-in-class candidate experience and alignment with business objectives across all departments and levels
• Talent Enablement and Hiring Team Coaching: Design and deliver “Recruiting 101” and refresher workshops; proactively coach hiring managers and interview teams throughout the recruitment lifecycle to ensure process consistency, alignment, and quality of hire
• Annual Recruiting Strategy and Forecasting: Support and deliver against the annual recruiting strategy, aligned with organizational growth plans, workforce planning, and DEIB objectives. Monitor and report key talent acquisition metrics to inform strategic decisions
• Candidate Experience and Care: Champion and continuously improve the candidate journey, ensuring every interaction reflects our brand, culture, and commitment to empathy, speed, and transparency
• Hiring Manager and Team Partnership: Serve as a strategic thought partner to hiring managers during periods of rapid growth, providing high-touch support, demonstrating compassionate partnership, and providing expert guidance that is tailored, agile, and scalable
• DEIB: Assess, measure, and enhance DEIB practices across the hiring process. Recommend and implement improvements to ensure an inclusive, equitable, and bias-conscious experience for all candidates
• Innovation & Process Modernization: Act as a catalyst for innovation within talent operations. Identify and implement technology solutions (including AI), new tools, and emerging best practices to drive efficiency, effectiveness, and scalability
• Strategic Partnership: Partner directly with business leaders to align talent acquisition with broader business goals, advising on market trends, talent availability, and workforce planning strategies
• Compliance and Risk Mitigation: Stay ahead of evolving regional, national, and global compliance requirements (pay transparency, AI in hiring, EEO, accessibility). Ensure recruiting practices meet all legal and ethical standards while remaining fair and inclusive
• Talent Community and Thought Leadership: Engage with external recruiting and HR communities to stay abreast of market trends, emerging practices, and build strong talent pipelines and employer brand equity
• Workforce Planning and Future Readiness: Collaborate with leadership to forecast future talent needs and design proactive recruitment strategies that anticipate growth and evolving skill requirements
• Collaborative Team Player: Serve as a key contributor on national People & Culture initiatives and special projects, bringing a recruiting lens to broader talent, culture, and organizational effectiveness efforts
Onboarding
• Continue the first-class candidate experience: Own and continuously improve the end-to-end onboarding process, from pre-boarding to post-onboarding follow-ups
• Design and deliver scalable onboarding programs that align with company culture, values, and business objectives
• Create, maintain, and update onboarding documentation, checklists, workflows, and knowledge bases
• Partner with the People and Culture team, IT, hiring managers, Insperity, and Accounting to ensure smooth onboarding execution
• Serve as the central point of contact for new hires and internal teams during onboarding
• Schedule and facilitate quarterly orientation sessions and ensure a high-quality, consistent onboarding experience
• Monitor new hire engagement and feedback to improve satisfaction and retention
• Serve as a culture ambassador and support DEIB integration into onboarding experiences
• Ensure all new hire paperwork and background checks are completed accurately and timely
• Maintain compliance with internal policies and external regulations (I-9, E-Verify)
• Maintain the PEO to ensure employee information is updated and accurate
People and Culture Collaborator
• Partner with the broader People and Culture team to develop and execute key HR programs and high-impact initiatives
• Use feedback from employee surveys to identify solutions and initiatives to drive increased employee engagement
• Champion learning and development initiatives
• Help drive team members' questions, concerns, and ideas to the appropriate channels
• Provide leaders with accurate and reliable HR guidance, support, and advice to mitigate risk to the business while protecting and fostering a healthy work environment
• Ensure compliance with all local, state, federal, and company policies
• Support the People and Culture team with ad-hoc projects and initiatives
In This Role, You’ll Bring With You:
• A minimum of 5-7 years’ full-cycle, high-volume recruiting experience for all roles, entry to C-suite required
• A minimum of 2-3 years’ HRIS or PEO administrator experience, specifically onboarding new hires required
• Prior professional talent experience in CPG, Retail, or Beauty industry, ideally a purpose-driven, candidate care-focused brand
• A Bachelor of Arts (BA) or Bachelor of Science (BS) degree or higher in Business, Human Resources, or a closely related field is required
o No BA? No problem. An equivalent number of years of experience in a Talent and Culture-focused role meets this requirement
• HR Certification (SHRM-CP, SHRM-SCP, PHR, SPHR) is highly preferred
o No certification? No problem. Equivalent pathways demonstrating the consistent pursuit of professional development and industry trends, changes, and best practices satisfy this requirement
• Prior admin experience with ATS systems required
• Prior E-Verify and I-9 platform admin experience required
• A demonstrated ability to use data, experience, and judgment to solve complex problems with con?dence
• A demonstrated track record of success in consulting with, guiding, and compassionately supporting hiring managers and teams
• Prior experience owning and protecting the candidate care experience, informed by company values
• Demonstrated experience exploring Artificial Intelligence-based solutions thoughtfully and ethically
• Demonstrated experience driving and measuring DEIB strategies in recruiting
• Solid knowledge of Microsoft Suite, Outlook, Slack, and other professional platforms
• Strong interpersonal and communication skills with a demonstrated track record of working effectively with a diverse range of individuals, teams, leaders, and external customers
• Excellent ability to work collaboratively across departments and levels of employment in a remote-first environment
• Prior experience working in and supporting teams in a fully remote work environment is strongly preferred
• 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
• Previous exposure to cross-functional work between Sustainability and Operations preferred
• 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 $130,000.00. The actual salary offer will carefully consider a few factors, including your skills, qualifications, experience, and location. Certain positions are eligible for additional forms of compensation such as bonuses, stipends, equity, 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 (Medical & Dependent Care) 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, a better story starts 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, 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. Please see our Privacy Policy to learn more about the data we collect.
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.
Must reside in the United States to be considered for this position.