HR Generalist - 2nd Shift

Perdue Farms, Inc•Prince George, VA

58d•Onsite

About The Position

Perdue Foods has a goal of becoming the most trusted name in premium proteins by creating products for consumers and for retail and foodservice customers around the globe while changing the way animals are raised for food. It is part of Perdue Farms, a fourth-generation, family-owned food and agricultural business deeply rooted in tradition yet with a forward-thinking mindset. We believe that success starts with our people, and our culture is built on a foundation of teamwork, integrity, and respect, where every voice matters and everyone is encouraged to contribute to our shared goals. We are dedicated to creating a supportive, inclusive environment where associates feel valued and inspired to make an impact, both within the company and in the communities we serve. From promoting growth and development to prioritizing work-life balance, we're committed to helping our team members thrive. That's Perdue. Summary Perdue Farms has an exciting opportunity to join our HR team in Prince George, VA! Our facility is looking for an HR Generalist - 2nd Shift (Associate Relations Representative). This role will be responsible for ensuring that staffing levels and needs are maintained for the distribution center, logistics, fleet, and garage operations in the Southeast region. Provide human resources support for existing and new facilities/operations. The shift hours for this position are, generally, 2 PM - 11 PM.

Requirements

Bachelors degree in Human Resources, Business Administation, Labor Relations or another related field.
3 - 5 years of human resource experience.
Proven success in writing, updating and auditing Affirmative Action Plans, thorough knowledge of I-9 requirements, experience in ADA, EEOC, DOL, OFCCP regulations and current law.
Previous experience in working in a manufacturing environment (preferred); proven experience in problem-solving automated timekeeping systems and orientation of new associates is required.
Proven knowledge of laws surrounding the interview process. Exposure to AAP requirements as it applies to the recruitment, interviewing, and selection process. Proven supervisory experience in an office setting.
Proven track record of innovative methods to recruit the targeted workforce and creative methods to recruit that resulted in turnover reduction.
Requires an ability to think ahead and plan over a 1 to 3 year time span.
Must be able to multi-task and organize multiple projects.
Requires strong analytical skills, analyze and resolve problems at both a strategic and functional level.
Must have knowledge of and ability to provide strong customer orientation along with the ability to communicate to all levels of the organization and a commitment to excellent interpersonal and communication skills.
Requires knowledge of a commitment to team performance, effective coaching and demonstrated skills or a strong team player.
May require occasional travel to other facilities and plants for meetings and/or company business.

Responsibilities

Provides coaching and counseling to supervisory personnel to improve the supervisors' ability to effectively direct their workforce.
Assists hourly and salaried personnel with assistance in conflict resolution. Ensures consistent policy application in the resolution of issues addressed. Provides training supervisory personnel on policies and procedures.
Manages the Peer Review / Management Review process.
Identifies, designs, trains, implements, and audits new methods to reduce turnover.
Ensures all required paperwork (application, reference checks, interview notes) are forwarded to the Employment Process Administrator to ensure proper, correct intake. Achieves measurable results that demonstrate improvement in hiring ratio (applicants vs. hires).
Create new, innovative methods to improve the recruitment process to continually improve the experience and skill set of applicants. Recommends management for approval, implements, measures, audits and reports results to management.
Ensures newly hired associates receive an effective, timely, informative new hire orientation utilizing the company approved format and materials. Schedules, conducts, facilitates, audits, and identifies new methods to improve new hire orientation.
Develop a talent pipeline within the region as the employer of choice and develop the necessary contacts/community relationships (Vo-Tech Schools, State Agencies, DOL , etc.)
Establishes an effective and efficient working relationship with management to create an environment that facilitates the interviewing process, thus enabling the hiring of qualified applicants for necessary positions. Will be responsible for the on-boarding process to create an environment for employee engagement and retention.
Identifies, develops, implements, evaluates, measures, and improves the recruiting process for non-exempt and exempt positions. Responsible for the recruiting process required to maintain the required associate staffing in the Southeast region, as directed by Operations (i.e. WPL operators, QA, Drivers, Fleet Technicians, Maintenance Mechanics, etc).