Bilingual HR Business Partner (Manufacturing)

Brand: Michael Foods Inc.

Categories: Human Resources

Locations: Gaylord, Minnesota

Position Type: Regular Full-Time

Remote Eligible: No

Req ID: 25707

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: The primary responsibility of the Bilingual Human Resource Business Partner is to support line leaders in driving plant performance. They provide support for employees and report to the plant HR Manager. The Bilingual HR Business Partner will use their skills with the Spanish and English language to interact and translate for trainings and meetings, as well as lead employee relations initiatives and lead resolutions for employee concerns. 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 has direct line leader support responsibilities of plant leadership team members. This position will participate in HR projects that impact the entire facility. 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. DUTIES AND RESPONSIBILITIES: Serve as the primary point of contact for employee relations, addressing workplace concerns, resolving conflicts, and ensuring fairness in all interactions. Conduct and document workplace investigations, including gathering facts, analyzing findings, and recommending appropriate actions. Administer and manage employee leave programs, including Family and Medical Leave Act (FMLA), short-term disability, and other applicable leave types. Ensure compliance with federal, state, and local employment laws, as well as company policies and procedures. Collaborate with managers to implement performance management processes, including coaching, disciplinary actions, and performance improvement plans. Support employee engagement and retention initiatives, including wellness programs and recognition activities. Maintain accurate and confidential employee records, ensuring compliance with legal and organizational requirements. Assist with the coordination and execution of employee training and development programs. Provide day-to-day guidance to managers and employees on HR policies, procedures, and best practices. Monitor workplace trends, including absenteeism and turnover, and recommend strategies to address root causes. Participate in the implementation and communication of organizational changes, ensuring employees are supported during transitions. Ensure consistent application of company policies and practices across departments. Collaborate with the HR team and Senior HR Manager to deliver seamless HR support across the organization. Provide ongoing feedback and updates to the Senior HR Manager regarding HR activities, trends, and challenges. Process employee terminations, including exit interviews, final pay coordination, and proper documentation. Handle unemployment claims, providing timely and accurate responses to ensure compliance and minimize risk. Perform other HR-related duties and participate in special projects as assigned. Qualifications EDUCATION AND EXPERIENCE REQUIRED: B.S. or B.A. degree in Business, Human Resources, or related field, or equivalent combination of education, training and/or experience. 5+ years of increasing generalist responsibility within Human Resources in a manufacturing environment. Demonstrated success managing projects Bilingual English Spanish EDUCATION AND EXPERIENCE PREFERRED: Work Environment The primary work environment for this position is typical of an office work environment; it will require the periodic presence in a manufacturing environment in which appropriate personal protective equipment is prescribed and must be used. Language Skills The ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations; write reports, business correspondence, and procedure manuals; effectively present information and respond to questions from groups of managers, clients and customers. Computer Skills To perform this job successfully, an individual should have knowledge of ERP/HCM software, Applicant Tracking System; Internet software; Project Management software; Spreadsheet software and Word Processing software. The above statements are intended to describe the general nature of the work and may not include all the duties associated with this position.

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)