HR Generalist

Brand: Bob Evans Farms Categories: Human Resources Locations: Lima, Ohio Position Type: Regular Full-Time Remote Eligible: No Req ID: 25336 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 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 10AM - 7PM 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 related field 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)