Business Unit Overview For 75 years, Bob Evans Farms has delivered delicious, quick-to-table, farm-inspired food that makes mealtime a little bit easier and a lot more delicious. We’re proud to be the #1-selling refrigerated dinner sides, including many varieties of feel-good favorites such as mashed potatoes and macaroni & cheese. We’re also a leading producer and distributor of sausage and bacon products, potato products, and egg products including liquid eggs. Our brand portfolio includes Bob Evans, Simply Potatoes, Egg Beaters and Owens Sausage. Bob Evans Farms is based in Columbus, Ohio. In September of 2017, Bob Evans Farms was acquired by Post Holdings, Inc. and is part of the Refrigerated Retail division. Other divisions of Post include Post Consumer Brands (Cereal), Weetabix (Cereal – UK), Michael Foods (Foodservice), and 8th Avenue Food & Provisions (Private Label). Post has aggressive growth plans for BEF, highlighted by the recent deployment of capital to support innovation, marketing and manufacturing. Responsibilities The Human Resources Manager is a strategic partner to the transportation business unit, operating as a trusted advisor, directing, and developing an HR agenda that closely supports the mission, vision, and goals of the organization. This role is accountable for working directly with mid-level leadership by promoting, communicating, and implementing people and culture strategies and initiatives. They will act as a team member champion and change agent, along with assessing and anticipating HR-related needs. This role will also provide guidance on employment law and best people practices. Contribute to the business unit strategy by helping identify, prioritize, and build organizational capabilities, behaviors, structures, and processes. Partners with operations to assist with developing organizational strategies. Functions as a member of the management team to promote and ensure all human resource programs are implemented effectively and within company guidelines. Provide clear leadership by demonstrating understanding of business trends and needs Communicates company policies along with state and federal laws regarding employment practices, EEOC, employee relations, compensation, FMLA/ADA, and other related HR practices. Coach managers regarding HR practices, policies, and problem resolution. Identifies employee relations issues and opportunities and partners with management in reviewing progressive discipline and development issues. Reviews all terminations within to ensure adherence to company policy and/or legal compliance. Conducts training of human resources-related subject matter to staff on a regular basis. Ensures compliance with proper reporting and administration of unemployment claims. Acts as resource/liaison for special projects and HR programs, such as benefit enrollment, payroll, drug testing, performance appraisals, and merit increases. Conducts personnel file audits to ensure accuracy and compliance with all legal and confidentiality guidelines. Conducts exit interviews with management personnel to identify deficiencies/opportunities and develops retention strategies. Maintain and support performance metrics including turnover, recruiting, diversity, and training. Ensures that all required posters and annual employee notifications are posted and/or mailed in an accurate and timely manner. Support mid-level management in forecasting and planning the necessary talent to drive and sustain optimal performance. Recruiting for all openings especially Class A CDL Drivers. Analyzes, identifies trends, and present people related data to business leaders on a regular basis, to help those leaders position their functions appropriately and make sound decisions. Ensure leadership and coaching culture is cascaded through the business unit. Recommends new approaches, polices, and procedures to effect continual improvement of efficiency of department and services performed. Prepares periodic reports to management, as necessary or requested. Qualifications Bachelor’s degree in Business, Human Resources or related field SHRM and/or HRCI certification(s) preferred Minimum 5 years of relevant HR experience 2 years of experience in transportation industry preferred Working knowledge of core business acumen, understanding P&L’s, goals, providing complex problem resolution expertise, working cross-functionally both internally and externally, and non-exempt recruiting