HR & Development Specialist

Weaver•Van Buren, IN

7d•Onsite

About The Position

Weaver Popcorn Manufacturing is seeking an approachable, organized HR & Development Specialist to lead recruiting, own onboarding, and strengthen the team member experience at its Van Buren, Indiana manufacturing facility. The role partners with the HR Business Partner, plant leaders, and Continuous Skills Development team, and includes work with candidates and new hires as well as conversations on the production floor. The specialist manages full-cycle recruiting; onboarding from offer acceptance through the first 90 days; new-hire touchpoints and reviews; feedback and retention initiatives; training coordination; and HR administration. The role also coordinates leave processes and unemployment claims, supports attendance administration and HR records, and provides confidential HR support while escalating concerns to the HR Manager when appropriate. The regular schedule is Monday through Friday, 8:00 a.m. to 5:00 p.m., onsite. Some days require staying later to meet with night-shift team members. Work takes place in office and production areas and follows food safety and personal protective equipment requirements. The role requires someone comfortable building relationships with people from different backgrounds and shifts, spending time on the production floor, and following through on commitments.

Requirements

Three or more years of experience in talent acquisition, human resources, workforce development, learning and development, or a related field.
Bachelor’s degree in human resources, business, organizational development, or a related field, or equivalent education and experience.
Experience leading cross-functional workstreams or Team Member programs through planning, implementation, follow-up, and measurement.
Working knowledge of FMLA and leave administration, attendance, unemployment insurance, policy administration, and HR recordkeeping.
Strong communication, facilitation, relationship-building, analytical, and organizational skills.
Ability to manage competing priorities and demonstrate sound judgment with sensitive information and team member concerns.
Proficiency with standard business technology and the ability to learn applicant tracking, HRIS, learning, and reporting systems.
Ability to work primarily onsite in a manufacturing environment, with periodic flexibility to support multiple shifts.
Ability to follow food safety and personal protective equipment requirements.
Friendly, curious, and respectful approach to building relationships with people whose backgrounds and experiences may differ.

Nice To Haves

Experience supporting a manufacturing, distribution, food production, or other hourly workforce.
Experience with high-volume recruiting, structured onboarding, early-tenure retention, adult learning, or proficiency programs.
Experience partnering with Operations, Continuous Improvement, technical training, Safety, or Quality teams.
Experience coordinating leaves, attendance, unemployment claims, HRIS transactions, or HR compliance activities.
Experience creating dashboards, process maps, standard work, learning paths, or program evaluation tools.

Responsibilities

Manage full-cycle recruiting for all positions, including sourcing, screening, interviews, candidate communication, offers, and pre-employment requirements.
Partner with hiring leaders to understand staffing needs and develop job postings and interview questions.
Build candidate pipelines through referrals, community partnerships, schools, and other recruiting resources.
Own onboarding from accepted offer through the team member’s first 90 days, including preboarding, orientation, first-day readiness, and coordination with department training.
Manage 30-, 60-, and 90-day touchpoints and reviews, ensuring supervisors and new hires understand expectations and complete meaningful conversations.
Connect with new hires across shifts, identify barriers, and coordinate follow-up to address concerns.
Gather feedback through new-hire check-ins, team member conversations, surveys, and exit feedback.
Use feedback and workforce data to refine onboarding, engagement, and retention processes.
Partner with leaders to implement improvements, follow through on commitments, and measure results.
Support training coordination, proficiency milestones, and development opportunities alongside Continuous Skills Development and Operations.
Coordinate FMLA and other leave processes, including documentation, tracking, communication, and return-to-work coordination.
Manage unemployment claims, including timely responses, supporting documentation, and hearing preparation.
Support attendance administration, HR system updates, personnel records, and reporting.
Provide confidential HR support and involve the HR Manager when concerns require additional guidance.