Job Description

Brand: Bob Evans Farms

Categories: Human Resources

Locations: Lima, Ohio

Position Type: Regular Full-Time

Remote Eligible: No

Req ID: 28598

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

The primary responsibility of the Human Resource Generalist is to provide support for employees and leaders in a plant environment and reports 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 will participate in projects related to HR. 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. Must be available to work 5:30 AM - 2:30 PM onsite.

• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff; Completes unemployment & verification inquiries as assigned

• Attends and participates in employee disciplinary meetings, terminations, and investigations.

• Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance

• Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.

• Assists in developing and executing hiring metrics & updating related reports; complete daily/weekly/monthly recruiting metrics and trackers

• Conducts orientation and on-boarding activities for new hires

• Manage timekeeping activities in Kronos; Process plant payroll and submit information to corporate payroll processing

• Assists with administration of various human resources programs and provides additional support as requested/needed

• Manage employee communication tools - bulletin boards, electronic boards, etc.

• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law

• Manage employee files and confidential information

Qualifications

• B.S. or B.A. degree in Business, Human Resources, or relatedfield preferred

• 2+ years of increasing generalist responsibility within Human Resources in a manufacturing environment

• Demonstrated success managing projects

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)

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