Job Information
Post Holdings Inc. HR Manager in Lima, Ohio
Brand: Bob Evans Farms
Categories: Human Resources
Locations: Lima, Ohio
Position Type: Regular Full-Time
Remote Eligible: No
Req ID: 23931
Job Description
Business Unit Overview
For 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 #1-selling refrigerated dinner sides, including many varieties of feel-good favorites such as mashed potatoes and macaroni & cheese. We’re also a leading producer and distributor of sausage and bacon products, potato products, and egg products including liquid eggs. Our brand portfolio includes Bob Evans, Simply Potatoes, Egg Beaters and Owens Sausage. Bob Evans Farms is based in Columbus, Ohio. In September of 2017, Bob Evans Farms was acquired by Post Holdings, Inc. and is part of the Refrigerated Retail division. Other divisions of Post include Post Consumer Brands (Cereal), Weetabix (Cereal – UK), Michael Foods (Foodservice), and 8th Avenue Food & Provisions (Private Label). Post has aggressive growth plans for BEF, highlighted by the recent deployment of capital to support innovation, marketing and manufacturing. Responsibilities Position Overview: As a strategic consultative business partner, the HR Manager is responsible for leading the efforts to attract, develop and retain talent through planning, developing and implementing HR programs and processes. Reporting to the Director of HR, perform a wide variety of activities to support a 24/7 manufacturing facility. Work independently and as part of the larger supply chain HR team to develop, interpret and implement policies, plans and procedures. As an HR Business Partner, you will partner with business leaders to develop and execute HR strategies focused on organizational effectiveness, workforce planning, employee engagement, and talent management. You will interpret and enforce company policies and provide coaching to managers on all aspects of leadership and employee relations. You will act as a change agent to enable growth & development for our people. As a key culture leader in the organization, you will counsel employees on work-related challenges and provide guidance to managers with respect to implementing Human Resources programs for a function or location. You will be expected to promote, communicate, and implement, culture strategies and initiatives. The ideal candidate will act each day as a positive example of the company values. He/she will always put safety first, perform job responsibilities to the best of their ability to help everyone win together. He/she will do the right thing and be courageous working to do what is best for customers, company, team and self, knowing that positive actions will help everyone as the company drives for results. You will be expected to be dependable, resourceful, flexible to business needs, a team player, a good communicator and a person with high integrity. Accountabilities: Collaborate with managers and employees to resolve employee relations issues; guide team to wise decisions, prepare/help prepare corrective actions, facilitates and monitors involuntary terminations. Develop programs, policies and procedures to maintain good working relationships between employees and management. Coach managers and supervisors on skills, including communication, performance management, rewards and recognition, accountability. Trains managers and staff on HR matters. Review and analyze performance and disciplinary reports and ensure fair and appropriate corrective or developmental action. Conduct internal investigations as needed. Interprets and develops human resources policies and procedures for consistency, compliance and efficiency. Consults with facility leadership to resolve organizational issues. Lead the recruitment and selection process by developing and implementing procedures for recruitment, interviewing, hiring and placement of exempt and non-exempt applicants to satisfy the Company's labor requirements. Collect and analyze exit interview data in order to understand turnover and implement recommendations for corrective action. Tracks and reports monthly and annual KPI data including turnover, hours worked and attendance data, analyzing same for trends and possible continuous improvement actions. Design, implement and monitor training programs for technical, administrative and supervisory staff. Write job descriptions and ensure effective management and review according to process requirements. Plan and administer performance management and salary planning process. Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance. Contributes to the management team through participation in meetings and SRMP Effectively manage and develop the HR team Qualifications Three to five years of experience as a Human Resources Manager Knowledge of HR Systems and Payroll, including time keeping systems. Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) B.S or B.A. degree in Business, Human Resources, or related field. M.A. or M.S. preferred. Knowledge of local, state, and federal laws and regulations regarding employment practices.
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)