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Our heritage stems back to the early 1990s when over 1,100 entrepreneurial farm families built our state-of-the-art durum mill and pasta manufacturing plant. We quickly grew to become the third largest pasta manufacturer in North America. Today, we are proud to be an 8th Avenue Food & Provisions company. We make over 150 pasta shapes from Acini de Pepe to Ziti Rigati in traditional, whole wheat, organic recipes and more! People across America and beyond enjoy our pasta daily in restaurants, at home and through convenience prepared meals.

We have manufacturing in Carrington, ND and New Hope, MN, offering rural and metropolitan lifestyles. Both locations offer a wide range of employment in engineering, business, food manufacturing and so much more.

Grain Receiver/Loader



Position Summary:

The Grain Receiver/Loader role works inside and outside of the facility assisting with shipping/receiving mill products. This role operates mobile powered equipment to move railcars and transfer production into our manufacturing operations. This position will work 8 AM - 8 PM, Sunday through Wednesday (Thursday, Friday, and Saturday off).

Duties and Responsibilities:

  • Operates computer-based grain system to create outbound/inbound scale tickets
  • Unloads durum wheat from truck/rail car into pre-designated bin
  • Operates track mobile and pay loader according to DGPC policy while maintaining log books
  • Loads finished product/by-product into either truck or rail car
  • Handle and apply pesticides and fumigants according to State & Federal regulations keeping accurate records on fumigation and Inspection logs
  • Aids mill personnel with preventive maintenance and sifter repair
  • Samples probing of durum wheat and delivers samples to lab
  • Maintains Master Sanitation Schedule and HACCP documentation for receiving/load out and tunnel area
  • Other duties, as assigned
  • Education and Experience Required:

  • Must have a high school diploma or GED equivalent from an accredited institution
  • Must be able to acquire and maintain fumigation license within required timeframe
  • Must be able to work weekends, holidays and overtime as needed
  • Education, Experience and Skills Preferred:

  • Excellent verbal, written, and interpersonal communication skills.
  • Ability to deal with multiple priorities in a fast-paced manufacturing environment.
  • Physical Requirements: Qualified candidates must be able to perform the following physical job requirements, with or without reasonable accommodation:

  • Must be able to sit for 3+ hours per shift
  • Must be able to reach above shoulders for 3+ hours per shift
  • Must be able to climb and work on and off a ladder for 3+ hours per shift
  • Must be able to work in small/confined spaces for 3+ hours per shift
  • Must be able to perform fine manipulation and feeling for 3+ hours per shift
  • Must be able to bend, crouch, kneel and stoop for 6+ hours per shift
  • Must be able to lift up-to 50 pounds for 6+ hours per shift
  • Must be able to work in a dusty environment for 6+ hours per shift
  • Must be able to work in high heat/humidity for 3+ hours per shift
  • Must be able to work outside in conditions ranging from -15 degrees F to 100 degrees F
  • Must be able to operate foot pedals for 6+ hours per shift
  • Must be able to lift up-to 100 pounds with team assistance or mechanical lifting devices for 1 hour per shift
  • Must be able to do simple grasping, push, and pull for 6+ hours per shift
  • Must be able to lift-up to 10 pounds for 8+ hours per shift
  • Must be able to balance, stand and walk for 8+ hour per shift
  • Must be able to work at heights of 55 feet, as needed
  • Must be able to wear a respirator, as needed
  • Must be able to distinguish objects and equipment visually, and express or exchange ideas by spoken or written word
  • Qualifications

    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.

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