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About Michael foods

At Michael Foods, we are a leader in the food industry because we introduce innovative, value-added food products and customer solutions. Our success starts from the inside out — empowering employees to play a vital role in our company. They have the chance to make their own impact, expanding on our already rich history. That’s how plenty of our people have already transformed their careers. And you could be next.

HR Supervisor

Human Resources


Job Details


We have the honor and responsibility of working in food – a critical infrastructure industry during this time of global crisis. We are working around the clock to keep inventory flowing to our retailers and to help feed the world. We are hiring at many of our manufacturing facilities…;this is a great opportunity for those who are now available due to hours being cut at their regular job or being sent home from college temporarily.

Take a look at how Michael Foods is giving back to the community during this difficult time!


The Human Resources Supervisor manages the day-to-day operations and provides a wide variety of Human Resources support to all levels in the plant, ensuring the comprehensive administration of human resources policy and procedures. The position performs high-level professional duties in a variety of functional core human resources areas including affirmative action, projects, training, and legal compliance with applicable state and federal guidelines.


  • Assists in affirmative action programs (i.e. monitoring turnover trends, working with state agencies, etc.).
  • Assists in identifying, developing and facilitating employee training.
  • Attend seminars and training, read professional publications, maintain personal networks and participate in professional organizations to maintain and enhance core competencies.
  • Coordinate employee Performance Evaluation process for hourly and administrative hourly employees.
  • Develops human resources solutions by collecting and analyzing information; recommending courses of action.
  • Ensure SRMP Element 2 and other compliance trainings and all other specifically required training is provided for all employees.
  • Administer Leave of Absence (LOA) programs in accordance with Post policies and applicable federal and state employment laws (FMLA, ADA, USERRA, etc.). Provide case management support and coordinate administrative aspects of the cases and claims. Maintain appropriate contact with all employees on leave and coordinate return to work for employees on leave.
  • Coordinate STD/LTD programs ensuring that STD claims are coordinated with FMLA or general medical cases.
  • Expected to adhere to safe work practices, follow GMP and HACCP guidelines, maintain sanitary conditions and ensure that product quality is maintained in order to maintain SQF certification. Report to management any conditions or practices that may adversely affect food safety, food quality or personnel safety.
  • Maintain a positive work atmosphere by acting and communicating in a manner so that you get along with customers, clients, co-workers and management.
  • May make decisions and perform the job responsibilities of the Human Resources Manager in their absence.
  • Participates in teams (i.e. HR Strategy Teams, Plant Continuous Improvement Teams, etc.).
  • Partners with plant operations teams to develop strategies to recruit, develop and retain skilled workforce.
  • Prepares reports by collecting, analyzing and summarizing data and trends.
  • Provides advice and service to supervisors and managers on daily employee relations and performance management issues.
  • Provides support to supervisors and managers regarding personnel issues while ensuring policies and procedures are administered fairly and consistently.
  • Represents Company in Unemployment Compensation Hearings as needed.
  • Responsible for HR compliance by participating in monthly, quarterly and annual compliance audits and training (i.e. Form I-9, Donning & Doffing, Anti-Harassment, etc.).
  • Responsible for reviewing employment paperwork for accuracy (i.e. annual reviews, promotions, transfers, new hire paperwork).
  • Responsible for the recruitment and selection of employees by performing such duties as posting job openings, reviewing applications, screening and interviewing job applicants.
  • Supervises all aspects of Human Resources Information System (HRIS) and payroll administration.
  • Supervises and evaluates the day-to-day activities of the hourly Human Resources Department employees.
  • Supervises the orientation process by ensuring the completion of all necessary paperwork, conducting company tours and presenting information on company policies and procedures.
  • Oversees and develops the recruiting program.
  • Supervises all aspects of employee benefits.
  • Performs other duties as assigned.

  • Three years of successful Human Resources experience.
  • Bachelor’s degree in related field, or equivalent combination of education, training and/or experience.

  • Bachelor’s Degree in Business, Human Resources Management, or Organizational Development.
  • Bilingual in English/Spanish preferred.
  • Excellent verbal, written and presentation skills.
  • Exceptional computer skills in Microsoft® Office Suite (Access, Excel, Outlook, PowerPoint, Publisher, Word).
  • Knowledge and experience in Human Resources policies/practices, benefits, payroll administration and staffing.
  • PHR or other relevant certification preferred.
  • Two years of Leadership/Supervisory experience preferred.
  • Understanding of HR best practices and current regulations.
  • The foregoing statements describe the general purpose and responsibilities assigned to this job and are not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.



    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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