HR SUPERVISOR

Responsible for the implementation of varied people processes, initiatives, and tasks in support of the achievement of location and corporate objectives through work with the HR and Operations Teams.

Essential Duties and Responsibilities:

• Directly supervises clerical/administrative Team Members (TM) on the same shift with specific expectations that support the objectives of the operation for their assigned shift.

• Responsible for all human resources functions at the facility or location.
• Strong working knowledge and understanding of all state and federal employment laws.
• Assist in recruiting, screening, and hiring all hourly and clerical/administrative job openings.
• Coordinate staffing needs with operations departments and facility functions. Communicate needs to HR Manager, HR Team, and Temporary/Contract or Agency staffing partners.
• Maintain Applicant flow log
• Ensure individual and Team Member awareness and compliance with all corporate and plant policies/practices.
• Serves as a neutral third-party mediator on work-related Team Member conflicts.
• Assist in investigating all Team Member complaints and issues in relation to harassment, workplace violence, and any general job-related issues or concerns.
• Assist in the administration of all company rules and regulations to employees.
• Have a strong working knowledge of all government agencies/programs including but not limited to: OSHA, DEQ, EEOC, USCIS, FLSA, I-9’s E-verify, ICE, DHS, and OFCCP.
• Assist in the implementation of all plant safety programs.
• Have a strong working knowledge and understanding of all hourly and salaried employee benefits.
• Performs various special projects as assigned by the Corporate Director of Human Resources, the Plant Manager, and the Human Resources Manager.
• Identify and report any suspicious or abnormal situations to the Human Resources Manager.

• Abnormal situations would include but not be limited to:
  • Falsification of company records.
  • Any acts of workplace violence between employees.
• Observant of drugs or alcohol on the company property.
• Conducts all responsibilities in a manner that aligns with Peco’s vision, mission, and core values.
• Maintain a positive and efficient business relationship with all vendors, contracts, or agency partners.
• Ensure compliance with all applicable government agencies and regulations.

Job Qualifications and Requirements:

Requires direct experience in all areas of live bird production.

• Previous human resources experience, manufacturing experience, and Bachelor’s degree in a related field.
• Previous experience in Management and Supervisory duties is preferred.
• Previous experience in poultry or grow-out operations is preferred.
• Must possess working knowledge of the relationship between Live Operations and the Processing Plant.
• Computer skills include a working knowledge of Microsoft Office Applications (Word, Excel, etc)
• Valid driver's license.

Physical Demands:

This job description is not a comprehensive list of duties or responsibilities that are required of the employee. Management may change or add duties and responsibilities at any time without notice.

Requires prolonged periods of sitting and working on a computer. Frequently required to stand; walk; use hands to finger, handle, or feel objects, or controls. Working in a normal room temperature environment.

Peco Foods, Inc. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or 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)