Human Resources Business Partner - Post Holdings Inc.
West Jefferson, OH
About the Job
Brand: Michael Foods Inc.
Categories: Human Resources
Locations: West Jefferson, Ohio
Position Type: Regular Full-Time
Req ID: 26099
Job Description
Business Unit Overview
Michael Foods, Inc. is a leader in the food processing and distribution industry with business in egg products, refrigerated grocery and potato products. We offer exciting job possibilities throughout our organization where you can enhance your career, sharpen your talents and make an impact. Join our company and be part of an innovative team that’s First in Food. Location Description Michael Foods, Inc. located in the Village of West Jefferson, OH, is located just minutes from the western suburbs of Columbus and about 20 minutes to the west of downtown. We are proud to be Michael Foods’ most recent greenfield project, producing high quality protein shakes serving people all around the world. It’s our honor to continue our strong commitment to our employees, our community, and our environment. Responsibilities POSITION SUMMARY: The primary responsibility of the HR Business Partner is to support line leaders in driving plant performance. They provide support for employees and report to the plant HR Manager. Responsible for working in partnership to coach, support, influence, and enable customer groups including team members and leaders to effectively deliver their people plans. In this role as a partner to their customer, they contribute to and support accomplishment of the company objectives in a matrix structure. This position has direct line leader support responsibilities of plant leadership team members. This position will participate in HR projects that impact the entire facility. Responsible for completing all job duties in a manner that supports plant safety, food safety, quality and environmental practices by performing the following duties personally or through other resources. DUTIES AND RESPONSIBILITIES: 1. A partner to deliver value to customer groups and their management teams in a plant environment that will enable them to develop individual employee ability resulting in increased organizational capabilities. Work in partnership with customer groups to manage employee relations issues. Promote positive and pro-active employee relations support to team members and respective leaders. Be a role model for and provide high levels of customer service to employees. Build management responsibility and capability for managing employee relations (where appropriate). Lead generalist duties in the areas of performance management, OJT, training, talent acquisition, new employee orientation, assists with onboarding process, benefits, compensation, attendance, etc., as a resource to team members and leaders. Embed engagement, safety, and a performance management culture within the business area as a means of driving business improvement by ensuring clear goals and objectives, feedback and the improvement of customer service through behaviors aligned with our values. Drive, influence, advise and support the cultural and people aspects of organizational change, structures, people processes and business improvement initiatives within the customer groups in order to improve business efficiency and people management, allowing for flexibility and planned growth. Assist customer groups to improve and deliver decision support via HR data and metrics that are meaningful to drive business objectives, as well as building accountability and visual management. 2. Partner with the HR Centers of Excellence (COE) to leverage resources and support company-wide initiatives and processes. Provides feedback to HR team, including Specialists (COE) and peer groups on implementation and utilization of tools to ensure flawless execution of HR initiatives. Responsible for representing the customer’s needs from the plant level and providing customer feedback to the COE teams. 3. Lead projects that support plant and Supply Chain initiatives to enhance HR processes. 4. Minimize business risk and enhance the company culture by ensuring that all management are knowledgeable in all required legal subject areas Compliance, Code of Conduct, Diversity & Sexual Harassment, Interviewing and selection skills, employment law, etc. 5. Provide support to the HR Manager and HR Team as a whole on various HR initiatives. 6. Ensures compliance with all Federal, State and Local legal and regulatory requirements. Provide outstanding customer service by responding to employee requests and questions and give prompt delivery of information for issues in need of escalation. Conduct audits for various payroll, benefits or other HR programs. Enter new hires, update and maintains Human Resources Information System records and compile reports from database as needed Conduct and document workplace investigations, including PIPs Qualifications EDUCATION AND EXPERIENCE REQUIRED: • B.S. or B.A. degree in Business, Human Resources, or related field. • 5+ years of increasing generalist responsibility within Human Resources in a manufacturing environment. • Demonstrated success managing projects #FirstInPeople
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)
Categories: Human Resources
Locations: West Jefferson, Ohio
Position Type: Regular Full-Time
Req ID: 26099
Job Description
Business Unit Overview
Michael Foods, Inc. is a leader in the food processing and distribution industry with business in egg products, refrigerated grocery and potato products. We offer exciting job possibilities throughout our organization where you can enhance your career, sharpen your talents and make an impact. Join our company and be part of an innovative team that’s First in Food. Location Description Michael Foods, Inc. located in the Village of West Jefferson, OH, is located just minutes from the western suburbs of Columbus and about 20 minutes to the west of downtown. We are proud to be Michael Foods’ most recent greenfield project, producing high quality protein shakes serving people all around the world. It’s our honor to continue our strong commitment to our employees, our community, and our environment. Responsibilities POSITION SUMMARY: The primary responsibility of the HR Business Partner is to support line leaders in driving plant performance. They provide support for employees and report to the plant HR Manager. Responsible for working in partnership to coach, support, influence, and enable customer groups including team members and leaders to effectively deliver their people plans. In this role as a partner to their customer, they contribute to and support accomplishment of the company objectives in a matrix structure. This position has direct line leader support responsibilities of plant leadership team members. This position will participate in HR projects that impact the entire facility. Responsible for completing all job duties in a manner that supports plant safety, food safety, quality and environmental practices by performing the following duties personally or through other resources. DUTIES AND RESPONSIBILITIES: 1. A partner to deliver value to customer groups and their management teams in a plant environment that will enable them to develop individual employee ability resulting in increased organizational capabilities. Work in partnership with customer groups to manage employee relations issues. Promote positive and pro-active employee relations support to team members and respective leaders. Be a role model for and provide high levels of customer service to employees. Build management responsibility and capability for managing employee relations (where appropriate). Lead generalist duties in the areas of performance management, OJT, training, talent acquisition, new employee orientation, assists with onboarding process, benefits, compensation, attendance, etc., as a resource to team members and leaders. Embed engagement, safety, and a performance management culture within the business area as a means of driving business improvement by ensuring clear goals and objectives, feedback and the improvement of customer service through behaviors aligned with our values. Drive, influence, advise and support the cultural and people aspects of organizational change, structures, people processes and business improvement initiatives within the customer groups in order to improve business efficiency and people management, allowing for flexibility and planned growth. Assist customer groups to improve and deliver decision support via HR data and metrics that are meaningful to drive business objectives, as well as building accountability and visual management. 2. Partner with the HR Centers of Excellence (COE) to leverage resources and support company-wide initiatives and processes. Provides feedback to HR team, including Specialists (COE) and peer groups on implementation and utilization of tools to ensure flawless execution of HR initiatives. Responsible for representing the customer’s needs from the plant level and providing customer feedback to the COE teams. 3. Lead projects that support plant and Supply Chain initiatives to enhance HR processes. 4. Minimize business risk and enhance the company culture by ensuring that all management are knowledgeable in all required legal subject areas Compliance, Code of Conduct, Diversity & Sexual Harassment, Interviewing and selection skills, employment law, etc. 5. Provide support to the HR Manager and HR Team as a whole on various HR initiatives. 6. Ensures compliance with all Federal, State and Local legal and regulatory requirements. Provide outstanding customer service by responding to employee requests and questions and give prompt delivery of information for issues in need of escalation. Conduct audits for various payroll, benefits or other HR programs. Enter new hires, update and maintains Human Resources Information System records and compile reports from database as needed Conduct and document workplace investigations, including PIPs Qualifications EDUCATION AND EXPERIENCE REQUIRED: • B.S. or B.A. degree in Business, Human Resources, or related field. • 5+ years of increasing generalist responsibility within Human Resources in a manufacturing environment. • Demonstrated success managing projects #FirstInPeople
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)
Source : Post Holdings Inc.