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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.

Human Resources Director, Integrated Supply Chain

Human Resources

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Job Details

Description

POSITION SUMMARY:

The Human Resources Director is a key member of the Integrated Supply Chain (ISC) team, ensuring strong HR business partnership to translate ISC strategies into HR action plans and deliverables. As a result of the Post Holdings, Inc. 2018 acquisition of Bob Evans Farms, the company is in need of a human resources leader to help integrate that business’s supply chain operations with that of the existing Michael Foods network. Thus, the position is a key contributor to the company’s growth and performance through his/her partnership with supply chain leadership.

The Human Resources Director will be responsible for the creation and implementation of people & organization strategies in the manufacturing facilities, distribution centers, fleet facilities and some corporate supply chain employee initiatives. He/she will be tasked with developing human resources strategies, processes, systems and initiatives to support the organization’s supply chain, logistics, operations, distribution, transportation and food safety/quality processes, programs and projects.

The Human Resources Director will report directly to the Vice President, Human Resources of the Integrated Supply Chain and will be the primary HR business partner to the Operations Directors. The Director of Human Resources will be a liaison to at least one business unit and report out to senior leadership on key performance indicators for HR on behalf of the Integrated Supply Chain.

DUTIES AND RESPONSIBILITIES:

  • Primary HR business partner for Operations Directors and Plant Managers
  • Directly manage the human resources managers in each facility as well as the overall talent and development for the HR function in the Supply Chain.
  • Partner with the human resources team to attract and retain talent while advancing the level of employee engagement through key HR initiatives within supply chain and across the greater business.
  • Develop and maintain understanding of building talent through external and internal recruiting, the entire talent pool, from the bottom up, to proactively identify leadership and/or talent gaps, development opportunities, and internal mobility options.
  • Identify best practices from across the Integrated Supply Chain for broader enterprise implementation
  • Support compensation strategy, learning & development, safety, employee relations, succession planning, talent management, retention, and talent acquisition.
  • Build a culture of human and food safety and actively engage with employees at all levels.
  • Work directly with corporate HR to ensure effective implementation and support of company programs.
  • Assists in developing goals and objectives for the business units in driving profitable, sustainable sales growth.
  • Serve as trusted advisor and business partner to the Integrated Supply Chain teams and functions as the expert on organizational issues and as an advocate for our people and business.
  • Collaborate with Supply Chain Leaders to drive the evolution of a team-based culture that focuses on Fact-based insights, Candid and constructive conversation and execution.
  • Provide on-going counsel and guidance and identify potential risks on HR matters, including legal and regulatory issues. Collaborate with corporate counsel, and outside law firms on occasion, regarding all employment law matters.
  • Ensure the right culture, processes and measurements are in place to drive the actions required to deliver the supply chain results.
  • Drive growth, CI evolution, change, diversity and inclusion.
  • Foster open communication within the integrated supply chain and business units.
  • Ability to travel up to 25% of time.
  • EDUCATION AND EXPERIENCE REQUIRED:

  • Bachelor’s degree in Human Resources, Business or related field; or equivalent combination of education required, Masters degree or MBA a plus
  • 5+ years of Human Resources experience required with a proven track record of progression and results
  • 5+ years of leadership and management experience in manufacturing preferable with multi-site experience
  • Strong bias for action, simplicity and root-cause resolution
  • Consumer Packaged Goods experience preferred
  • Knowledge of compensation programs, including salary and benefits program design and related federal and state regulations
  • Knowledge of policy development and ability to influence future actions in terms of developing short and long-range policy
  • Excellent oral and written communication skills
  • Strong interpersonal effectiveness with a bias for engagement with people up, down and across the organization
  • Strong analytical/problem solving skills
  • Demonstrate and drive a sense of urgency in execution of business plans, while embracing transparency, empowerment and accountability throughout the Integrated Supply Chain.
  • Ability to manage multiple projects and adapt to rapid organizational changes
  • Strong knowledge of talent acquisition technology (ATS, social, mobile, etc.)
  • Experience with assessment & selection tools
  • Strong planning and organization skills with a focus on delivering results
  • The above statements are intended to describe the general nature of the work and may not include all the duties associated with this position.

    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. 41 CFR 60-1.35(c)

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