Vacancy caducado!
DescriptionMichael 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.POSITION SUMMARY: The Human Resources Supervisor will provide support and assistance to the Britt, IA employees while performing HR-related duties on a professional level. This position carries out responsibilities in the following functional areas: support safety, recruitment, retention, staffing, benefit administration, payroll, employee relations, records maintenance, policy implementation and employment law compliance.DUTIES AND RESPONSIBILITIES:
Partners with operations teams to develop strategies to recruit, develop and retain skilled workforce.
Responsible for the recruitment and selection of employees by performing such duties as posting job openings, reviewing applications, screening and interviewing job applicants.
Prepares reports by collecting, analyzing and summarizing data and trends.
Develops human resources solutions by collecting and analyzing information; recommending courses of action.
Responsible for reviewing employment transactions for accuracy (ie annual reviews, promotions, transfers, new hire paperwork).
Responsible for HR compliance by participating in monthly, quarterly and annual compliance audits and training (ie I-9s, Donning & Doffing, anti-harassment).
Supervises the orientation process by ensuring the completion of all necessary paperwork, conducting company tours and presenting information on company policies and procedures.
Assists in affirmative action programs (ie monitoring turnover trends, working with state agencies).
Assists in identifying, developing and facilitating employee training.
Supervises the day-to-day activities of the HR team members.
Supervises all aspects of payroll administration.
Participates in teams (ie HR Strategy Teams, Safety and Plant Continuous Improvement Teams).
Provides support to supervisors and managers regarding personnel issues while ensuring policies and procedures are administered fairly and consistently. Provides high quality advice and service to management on daily employee relations and performance management issues.
Assists in identifying, developing and facilitating employee training.
Updates job knowledge by participating in educational opportunities, reading professional publications, maintaining personal networks and participating in professional organizations.
EDUCATION AND EXPERIENCE REQUIRED:
Bachelor’s degree in related field, or equivalent combination of education, training and/or experience.
3-5 years experience in HR, preferably in a supervisory role.
PREFERRED EDUCATION, EXPERIENCE AND SKILLS:
Bachelor’s Degree in Human Resources Management.
PHR or other relevant certification preferred.
Understanding of HR best practices and current regulations.
Excellent verbal, written and presentation skills.
Knowledge and experience in human resources policies/practices, benefits, payroll administration and staffing.
Supervisory experience preferred.
Bilingual in English/Spanish a plus.
Exceptional computer skills in MS Office Suite.
QualificationsBehaviorsPreferred
Dedicated: Devoted to a task or purpose with loyalty or integrity
Team Player: Works well as a member of a group
Leader: Inspires teammates to follow them
MotivationsPreferred
Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization
Self-Starter: Inspired to perform without outside help
Growth Opportunities: Inspired to perform well by the chance to take on more responsibility
EducationPreferred
Bachelors or better in Human Resources
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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.
Vacancy caducado!