Total Rewards Manager

Brand: Michael Foods Inc.

Categories: Human Resources

Locations: Hopkins, Minnesota

Position Type: Regular Full-Time

Remote Eligible: No

Req ID: 24113

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 Hopkins, MN is home to our Michael Foods, Inc. corporate headquarters. Hopkins is located 7 miles west of Minneapolis, boasting natural surroundings in a suburban environment that also provides quick access to major travel ways and local restaurants that give our community a distinct character. Located in the Excelsior Crossing building where employees are provided with beautifully landscaped walking paths and water features creating an optimal environment for outdoor and walking meetings, along with the opportunity to take a relaxing walk or outdoor lunch before, within, or after your work day.

Responsibilities

Position Summary:

Responsible for supporting the Total Reward programs and processes at Michael Foods Inc (MFI) and partnering with Post Holdings Inc. (PHI); including administration, communication, compliance, activities for MFI. The priority is to ensure that the MFI Total Rewards programs and processes (and the data and information that support them) are competitive, cost effective and most importantly, support the MFI strategies, enhance organizational capability, and foster team member engagement. Provide excellent service, ensure systems and processes are efficient, team member oriented and support the needs of MFI. Responsible for handling and maintaining confidential and sensitive information, acts with discretion. Compensation function as follows: Evaluate hourly jobs objectively to ensure pay structure and position responsibilities are equitable and valued within the organization and the marketplace Collaborate with PHI compensation to evaluate positions and the application of existing job classifications, assignment of job levels, salary ranges and FLSA status to positions. Make recommendations for revisions and/or changes Partner with PHI on annual market survey and recommendations regarding changes in salary plans; oversee market trends and market competitive pay positions to ensure salary plans meet overall company goals and objectives Manage year-end Total Rewards cycle for MFI including creating process for annual merit & STIP Manage the MFI salary planning processes with HR and department heads from communicating budgets and process to management and leaders, educating team members, providing reports, collecting recommendations, to coordinating review process with senior management MFI Benefits, HR Operations, & HR Systems function as follows: Partner with PHI with communicating and educating the MFI HR team on the benefit plans offered, including with the open enrollment process. Educate HR leaders on upcoming benefit changes and assist with driving employee engagement through communication and education Coordinate MFI annual open enrollment process, employee communication and collaboration with other departments Collaborate with PHI benefits to ensure appropriate communication strategy for specific benefits and develop employee education programs to ensure employees understand benefits, their value, and available resources Translating data to help Leaders make thoughtful business decisions that drive business results. Ensure HR Technology supports MFI lifecycle, including Talent Acquisition and HR Management. Make recommendations to PHI on what changes are needed. This includes reporting and HR metrics Oversee and administer MFI leave and vacation policies, including the coordination of pay and related tracking for COVID absences Manage Payroll functions as follows: Oversee the accurate and timely compilation, preparation, and processing of a mutli-state payroll in accordance with state and federal regulations and company policies and procedures for exempt and on-exempt Collaborates with PHI and directs MFI Payroll Team and activities Qualifications EDUCATION AND EXPERIENCE REQUIRED: Bachelor's degree in a Human Resources or related discipline preferred 7+ years of overall and progressive HR experience with 3+ years of experience focused in Compensation/HR Systems/Benefits Ability to lead, plan, organize, prioritize, and monitor a variety of work projects Must possess solid technical skills and experience managing HRIS systems Demonstrated ability to establish collaborative and productive relationships with team members and communicate effectively, verbally and in writing with all levels of internal and external stakeholders Experience with multiple cloud based HCM systems, such as; Ultimate Software, SAP, Oracle, Workday, ADP, PeopleSoft, Lawson, etc. Ability to create detailed spreadsheets, charts and presentations with good research capabilities Experience managing a program and/or supervising and directing the work of others

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)