HR & Development Specialist

Weaver Popcorn Manufacturing LLC•Van Buren, IN

8d•Onsite

About The Position

Weaver Popcorn Manufacturing is seeking an approachable, organized HR & Development Specialist to lead recruiting, manage onboarding, and improve the team member experience. The role supports candidates and new hires from recruitment through their first 90 days, and uses feedback and workforce data to improve engagement, retention, and development. The specialist partners with the HR Business Partner, plant leaders, and Continuous Skills Development team. The work spans interviews, orientation, production-floor conversations, training coordination, and HR administration. The position requires building relationships with team members across different backgrounds and shifts, handling sensitive information with sound judgment, and following through on concerns and program commitments. The role is based onsite at Weaver Popcorn Manufacturing’s Van Buren, Indiana popcorn manufacturing facility. The regular schedule is Monday–Friday, 8:00 a.m.–5:00 p.m., with some later hours to complete touchpoints and reviews with night-shift team members. Work takes place in office and production areas and follows food safety and personal protective equipment requirements.

Requirements

Three or more years of experience in talent acquisition, human resources, workforce development, learning and development, or a related field.
A bachelor’s degree in human resources, business, organizational development, or a related field, or equivalent education and experience.
Working knowledge of FMLA and leave administration, attendance, unemployment insurance, policy administration, and HR recordkeeping.
Experience leading cross-functional workstreams or team member programs through planning, implementation, follow-up, and measurement.
Strong communication, facilitation, relationship-building, analytical, and organizational skills.
Ability to manage competing priorities and demonstrate sound judgment when handling confidential information and responding to 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.

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 create job postings and interview questions that reflect the work.
Build candidate pipelines through referrals, community partnerships, schools, and other recruiting resources.
Manage onboarding from accepted offer through each new hire’s first 90 days, including preboarding, orientation, first-day readiness, and coordination with department training.
Coordinate and manage 30-, 60-, and 90-day touchpoints and reviews, ensuring supervisors and new hires understand expectations and complete meaningful conversations.
Connect directly with new hires across shifts, identify barriers, and coordinate follow-up so concerns are addressed.
Gather feedback through new-hire check-ins, team member conversations, surveys, and exit feedback.
Use feedback and workforce data to improve 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 with 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.
Lead cross-functional workstreams or team member programs through planning, implementation, follow-up, and measurement.