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Yanick Wilson

Yanick Wilson

Chief People Officer
Primient
03 February 2025

What notable initiatives does Primient run to support employee wellness?

The wellness initiatives that we prioritize for our employee population include psychological safety, emotional safety, financial security and ensuring access to supportive benefits. One of the key offerings we have implemented this year is through Hinge Health, addressing musculoskeletal preventative health. Physical therapy is often overlooked, with people more likely to stay in pain for years rather than address the issue. With this program, employees and their dependents can access virtual physical therapy sessions via an iPad. 

Another important program is Flex Access, a Blue Cross Blue Shield initiative for our U.S. employees that helps with high medication costs. It proactively offers discounted rates on expensive prescriptions, promoting financial wellness. We have also partnered with Health Advocate, a one-stop shop for employees to address questions about benefits, billing, or even Medicare concerns. Then we have our employee assistance program providing free counseling services for issues like mental health, substance misuse, or family challenges. 

How does Primient foster talent growth and inclusion as employees journey with the company?

We listen to employee voices, so a lot of our progress comes from employee engagement surveys, which guide our continuous improvement efforts. We strive to foster a culture where employees feel empowered to contribute ideas and thrive in a flat, entrepreneurial environment. From a talent perspective, we offer leadership training aimed at helping leaders coach effectively, drive their teams, and ensure our values are integrated into daily operations. This training is designed in partnership with University of Wisconsin and has been integral for those who run the business.  We also use LinkedIn Learning which consists of e-learnings that are self-paced modules. The goal is that this flexibility allows employees to focus on specific skills or topics that interest them outside a traditional classroom or workplace setting. You can do these anywhere. The approach is especially important for employees who are juggling a lot, where time away from work can be a challenge.

On the multicultural affairs front, we recently launched allyship training. The purpose of this training is to help employees understand how to support others and make work environments more inclusive. This includes recognizing privilege and learning about others’ lived experiences. We also have employee resource groups for women, Black and Latinx employees, Veterans, our Pride community, those with differing abilities and allies of all. These groups provide spaces for employees to share experiences, foster understanding, and find support.

How has Primient’s new $700 million investment in sustainable plant-based ingredient production affected employees’ daily life and mindset at work?

I was initially hesitant about joining a private equity-led company due to the common perception that private equity prioritizes cost-cutting over meaningful investments. However, KPS Partners, our private equity firm, has been the complete opposite. They have trusted us to run the business creatively and have provided invaluable guidance to help us improve. The $700 million investment into sustainable production exemplifies this trust and vision, particularly for our frontline employees. The hope is to positively impact job satisfaction and morale, as we continue to create new roles and modernized decades-old machinery. 

The investment has been used to help begin to improve facilities and culture. We have upgraded break rooms, added wellness and meditation spaces, created mothers’ rooms, and visibly embedded our core values—safety, excellence, integrity, and growth—into the workspace. These changes create a more inviting environment and show employees that their needs are prioritized. Beyond operational benefits, this investment has also been used to support employee attraction and retention. With realistic job previews and community-focused initiatives, including partnerships with colleges and plans to involve high schools, this funding supports our employees and the broader community.

Which focus areas will drive Primient’s employee program strategy in 2025?

We have been focusing on adapting to a rapidly changing world, including addressing emerging challenges like artificial intelligence. HR plays a pivotal role in navigating these transitions, from ensuring safe and efficient AI use to alleviating fears about job displacement. Strategically, we are in the midst of a shift. Our first three years focused on stabilization—carving out a strong culture and making employees feel secure. Now, as we craft our five-year plan, we are setting our sights on advancing our bioeconomy and leading in plant-based innovation. Within that, sustainability remains a key goal, with efforts in sustainable agriculture, greenhouse gas reduction, and water management. This involves not just operational goals but also leadership development, which I believe is critical.

Another focus is strengthening our brand as a relatively new company. We want people to understand why working for Primient is exciting, with wellness at the center of everything we do. By creating an environment where employees feel cared for and empowered, we hope to redefine perceptions of manufacturing.

Manufacturing does not have to be grueling—it can be rewarding and fulfilling.