Human Resources Manager

Brand: Bob Evans Farms

Categories: Human Resources

Locations: Rigby, Idaho

Position Type: Regular Full-Time

Remote Eligible: No

Req ID: 30827

Job Description

Business Unit Overview

About Bob Evans Farms, Inc.

For over 75 years, Bob Evans Farms has delivered delicious, quick-to-table, farm-inspired food that makes mealtime a little bit easier and a lot more delicious. We're proud to be the No. 1-selling refrigerated dinner sides*, including many varieties of wholesome, feel-good favorites such as mashed potatoes and macaroni & cheese, sold in grocery stores across the country. We're also a leading producer and distributor of sausage and egg products including liquid eggs. In addition to our flagship Bob Evans ® brand, our product portfolio includes Simply Potatoes ® , Egg Beaters ® and Owens ® Sausage. Bob Evans Farms is based in Columbus, Ohio, and is owned by Post Holdings, Inc., a consumer-packaged goods holding company. For more information about Bob Evans Farms, Inc., visit .

Responsibilities

Position Summary

Reporting to the Regional Human Resources Manager and plant manager, the HR Manager provides leadership to the HR function serving as the liaison between management and employees at their - facilities. The role provides consultation and partnership to plant leadership to promote positive employee relations, drive cultural values, and assist the business in meeting goals and objectives through use of data to build accountability and continuously improve. The position will participate in centralized HR projects that have impacts to the entire company and will lead project execution within their facilities. Works directly and manages the HR Generalist who is primarily responsible for recruiting hourly, team member on element 2 Training, but not limited to weekly, bi-weekly and monthly payroll functions, reports, graphs, reports.

Accountabilities:

• Drive the effectiveness of human resource programs by developing strategies to improve employee satisfaction, positive employee relations, and working conditions. Evaluates current human resources policies and programs by visiting worksite and communicating with employees regarding related issues.

• Directs the work of the HR team to support both HR and business initiatives through setting priorities and objectives, leading, teaching, and coaching. Administer company policies and procedures, as well as union contracts where applicable.

• Provides counseling and dispute resolution regarding employee issues through consultation and investigation with both employees and leaders, reviewing company policy and practice and providing recommendation for resolution.

• Develop location recruitment strategy in alignment with company recruitment strategy and in collaboration with location HR team to attract and retain qualified candidates.

• Interpret company policies where applicable to ensure consistent application and equitable employee relations.

• Collaborate with Centers of Excellence to evaluate, design, and implement employee development programs to ensure employee have the appropriate skills and competencies to meet current and future operational goals.

• Audits employee records for completion and accuracy. Authorizes changes to employee records when necessary.

• All food safety and human safety concerns need to be reported to appropriate personnel such as shift lead, shift supervisor, QA technician, Safety Manager, FSQ Manager, etc.

• Facilitate training exercise with exempt staff on proper employee communication/documentation skills, follow up with exempt leaders to insure annual and three-year plant safety plan criteria is being met monthly.

• Demonstrate and adapt to becoming a leadership force/physical individual within the organization and participate in a minimum of three (3) events within the community or community government that provides value, recognition and positive causes to support within the local Sulphur Springs community.

• Integral part in PSRMP and ownership of elements 2 (Training) and 14 (Claims Management/Workers Compensation specifically and be a team member of element 1 (Leadership & Administration.

• Weekly Safety Scans, LOTO audits, Covid plant audits.

• Other duties as assigned.

Qualifications

• B.S or B.A. degree in Business, Human Resources, or related field. M.A. or M.S. preferred.

• Three to five years of experience as a Human Resources Manager

• Knowledge of local, state, and federal laws and regulations regarding employment practices.

• Ability to multi-task, deal with employees with diverse backgrounds and good problem-solving skills.

• Excellent verbal and written communication skills.

• Ability to use Microsoft Excel, Word, PowerPoint.

• Knowledge of HR Systems and Payroll, including time keeping systems.

Position Summary

Reporting to the Regional Human Resources Manager and plant manager, the HR Manager provides leadership to the HR function serving as the liaison between management and employees at their - facilities. The role provides consultation and partnership to plant leadership to promote positive employee relations, drive cultural values, and assist the business in meeting goals and objectives through use of data to build accountability and continuously improve. The position will participate in centralized HR projects that have impacts to the entire company and will lead project execution within their facilities. Works directly and manages the HR Generalist who is primarily responsible for recruiting hourly, team member on element 2 Training, but not limited to weekly, bi-weekly and monthly payroll functions, reports, graphs, reports.

Accountabilities:

• Drive the effectiveness of human resource programs by developing strategies to improve employee satisfaction, positive employee relations, and working conditions. Evaluates current human resources policies and programs by visiting worksite and communicating with employees regarding related issues.

• Directs the work of the HR team to support both HR and business initiatives through setting priorities and objectives, leading, teaching, and coaching. Administer company policies and procedures, as well as union contracts where applicable.

• Provides counseling and dispute resolution regarding employee issues through consultation and investigation with both employees and leaders, reviewing company policy and practice and providing recommendation for resolution.

• Develop location recruitment strategy in alignment with company recruitment strategy and in collaboration with location HR team to attract and retain qualified candidates.

• Interpret company policies where applicable to ensure consistent application and equitable employee relations.

• Collaborate with Centers of Excellence to evaluate, design, and implement employee development programs to ensure employee have the appropriate skills and competencies to meet current and future operational goals.

• Audits employee records for completion and accuracy. Authorizes changes to employee records when necessary.

• All food safety and human safety concerns need to be reported to appropriate personnel such as shift lead, shift supervisor, QA technician, Safety Manager, FSQ Manager, etc.

• Facilitate training exercise with exempt staff on proper employee communication/documentation skills, follow up with exempt leaders to insure annual and three-year plant safety plan criteria is being met monthly.

• Demonstrate and adapt to becoming a leadership force/physical individual within the organization and participate in a minimum of three (3) events within the community or community government that provides value, recognition and positive causes to support within the local Sulphur Springs community.

• Integral part in PSRMP and ownership of elements 2 (Training) and 14 (Claims Management/Workers Compensation specifically and be a team member of element 1 (Leadership & Administration.

• Weekly Safety Scans, LOTO audits, Covid plant audits.

• Other duties as assigned.

Post Holdings provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, status as a covered veteran and any other category protected under applicable federal, state, provincial and local laws.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)