Brand: Michael Foods Inc.

Categories: Human Resources

Locations: Gaylord, Minnesota

Position Type: Regular Full-Time

Remote Eligible: No

Req ID: 24856

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 Gaylord, Minnesota is Minnesota's Healthy Heartland! Gaylord is located in south central Minnesota about an hour west of the Twin Cities and 35 minutes from Mankato, Hutchinson, and New Ulm. As the County Seat, Gaylord is the "Hub of Sibley County." Our location produces liquid egg, hardcook egg, and precooked egg such as scrambled, patties and omelets. Responsibilities POSITION SUMMARY: Reporting to the Regional HR Director, the HR Manager provides leadership to the HR function serving as the liaison between management and employees at the Gaylord, MN manufacturing facilities. The role provides consultation and partnership to plant leadership to promote positive employee relations, drive cultural values, and execute business strategy aligned with goals and objectives through use of data to build accountability and continuously improve. The position will participate in centralized HR projects that have impact across the entire company and will lead projects within their facilities. DUTIES AND RESPONSIBILITIES: Drive the effectiveness of human resource programs by developing strategies to improve employee satisfaction, positive employee relations, and working conditions. Evaluates current human resources policies and programs by visiting worksite and communicating with employees regarding related issues. Directs the work of the HR team to support both HR and business initiatives through setting priorities and objectives, leading, teaching, and coaching. Administer company policies and procedures, as well as union contracts where applicable. Provides counseling and dispute resolution regarding employee issues through consultation and investigation with both employees and leaders, reviewing company policy and practice and providing recommendation for resolution. Develop location recruitment strategy in alignment with company recruitment strategy and in collaboration with location HR team to attract and retain qualified candidates. Interpret company policies where applicable to ensure consistent application and equitable employee relations. Collaborate with Centers of Excellence to evaluate, design, and implement employee development programs to ensure employee have the appropriate skills and competencies to meet current and future operational goals. Audits employee records for completion and accuracy. Authorizes changes to employee records when necessary. Other duties as assigned. Qualifications EDUCATION AND EXPERIENCE REQUIRED: Bachelor’s Degree in Business, Human Resources or related field with Master’s preferred. 5+ years of experience as a Human Resources Manager preferable within a manufacturing environment. Knowledge of local, state and federal laws and regulations regarding employment practices. Knowledge of HR Systems and Payroll, including time keeping systems. Ability to speak Spanish is helpful, but not required. Ability to multi-task, deal with employees with diverse backgrounds, and builds positive employee relations at all levels. Prior experience working in facilities that have been recently merged or acquired is a plus. Excellent verbal and written communication skills. The above statements are intended to describe the general nature of the work and may not include all the duties associated with this position. #FirstInPeople

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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)