Career Opportunity Listing  

Long Prairie Packing, an American Foods Group Company is seeking a dedicated and experienced Training Manager who will be responsible for the design, implementation, and management of all training programs at our beef harvest facility in Long Prairie, Minnesota.    Summary The training leader will be responsible for developing training materials, conducting hands on training sessions, assessing training needs, and continuously improving training processes to enhance the skills and capabilities of our employees.   Training Program Management - Collaborate with Safety, Quality, and HR leadership to keep new hire training content up to date. - Sustain the Extreme Ownership by coaching and reinforcing the Laws of Combat and other desired behaviors. - Champion the Management Trainee and Supervisor Development Programs by partnering with the learning and development team and supporting the participants. - Subject Matter Expert (SME) and point of contact for any Alchemy training. - Partner with Learning and Development to implement training and initiatives. - Develop and maintain training materials, modules, and resources. Training Delivery - Oversee all training efforts including new hire, cross training, and leadership. - Observe and provide feedback to trainers both positive and constructive. - Ensure training is an engaging and hands on experience that uses in person, technology, and on the job components. - Conduct training when a trainer is not available. Training Evaluation and Improvement - Ensure that knowledge checks are completed and passed. When not completed, arrange retesting. - Evaluate the training programs by collecting feedback from new hires after 30 days of training.  Using the feedback to make positive. - Review data to identify knowledge & skill gaps. - Create skill assessments to ensure new hires have the skills as well as the knowledge. - Foster a continuous improvement mindset with the team and the site, ensuring the training is the most effective it can be. Compliance and Documentation - Validate that all training activities align with industry regulations, company policies, and safety guidelines. - Maintain accurate and current training records, showing employee progress and  certifications. - Ensure training programs meet and exceed compliance standards. Team Collaboration - Work cross-functionally with Operations, Safety, and QA.  Identify training needs and efficiently resolve the issues. - Partner with plant leadership in all departments to monitor and evaluate quality of training programs. - NOTE: this description is not intended to be all-inclusive. An employee may perform other related duties to meet the ongoing needs of the organization; these duties are considered marginal.

Cimpl’s Meats, LLC, an American Foods Group Company has an opportunity for a BilingualHuman Resources Liaison at our Yankton, SD plant.   As a Bilingual Human Resources Liaison, you will: - Act as first point of contact assisting and guiding the new hires throughout the hiring and onboarding process. - Build relationships with new hires to aid in their success at Cimpl’s, LLC. - Answer new hires questions and identify areas of opportunity to aid new hires be successful in establishing ties within the community. - Assist new hires in getting established in the community with information and support with housing, school, driver’s license information, etc. - Answer their questions and assist with the benefit enrollment and access. - Support the hiring and training process for the new hires. - Provide referral services to the new hires to the services or local agencies. - Maintain close communication with local businesses and landlords to identify rental opportunities and/or services that can benefit new hires. - Maintain a positive attitude and be proactive. - Provide information and assistance related to the relocation assistance program to new hires. - NOTE: this description is not intended to be all-inclusive. An employee may perform other related duties to meet the ongoing needs of the organization; these duties are considered marginal.

American Foods Group, LLC has a unique opportunity for a Human Resources Manager to join the team for our new AFG manufacturing facility in Warren County, Missouri. This is an amazing opportunity to build a Human Resources function from the ground up for a state of the art beef harvest facility just west of St. Louis, Missouri.  The ideal candidate is someone who wants to get in at the very start to plan and build the function, and then transition to the HR leader for the facility when it is fully operational.      Summary This role will support the new plant build team and will transition into the Human Resource Manager position for the plant.  As HR lead, you will partner with the leadership team to understand and execute the organization’s human resource and talent strategy as it relates to building and staffing the new  plant.  The focus will be on working with corporate HR and plant leadership to stand up the HR function for the new plant, then building and executing the staffing and training plan for the plant as it ramps up to a 1300+ person facility.      The role will report to the build team initially and ultimately  to the operational leader of the plant with a functional reporting relationship to the AFG corporate Human Resources department.  S/he will have the opportunity to create a strategy to optimize HR performance within the plant that will achieve success by  turning new strategies, processes and systems into people results that are the envy of the industry. The position will deliver the full range of HR services to plant management and employees, including recruitment, hiring, development, employee engagement and relations, and total rewards, as well as compliance with established human resource policies and systems, and applicable laws and regulations.   Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. - Strategically design, build and deliver all necessary HR services, programs and initiatives aligned with the plant’s business strategy and AFG’s Human Resources strategy.  Act as a business partner, strategic solution provider, advisor, and counselor for the plant leadership team. - Effectively manage, communicate, and build relationships with a culturally diverse workforce from plant hourly associates through the plant supervisory and management team. This relationship needs to be built on significant manufacturing floor presence by the Human Resources team.  As part of this relationship, partner with supervisors/managers in handling conflict resolution, corrective and disciplinary actions as well as assist in conducting workplace investigations. Follow “open door” policy.  Facilitate communications between English and Spanish speaking employees, both verbal and written. - Partner with all levels of plant leadership to focus on employee engagement and retention efforts.  Be an internal champion for maintaining a plant team effort to positively affect employee turnover. Drive the talent acquisition and training/development process. - Develop a culture of continuous improvement. Coach HR staff to look for improvements in processes for both efficiency and results.  Continuously review and evaluate all HR services looking for improvements in consistency, compliance, efficiency and employee retention. - Manage and maintain legal and company compliance in all HR departmental activities including plant recruitment and hiring steps, I-9 verification, safety and health services reporting (where applicable), training programs, and various reporting requirements.  Serve as general advisor on state, federal, and local employment law and government regulations.  Specifically, ensure facility compliance with governmental regulations, such as: Affirmative Action (AAPs), Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), etc.  Oversee benefits administration. - NOTE: this description is not intended to be all-inclusive. An employee may perform other related duties to meet the ongoing needs of the organization; these duties are considered marginal. Competencies The competencies required for this position will follow the nine competencies set forth in the Society of Human Resources Management (SHRM) Competency Model for HR Professionals at the Mid-Level or Senior Career Level or the Human Resource Competency Model of the HR Competency Study (HRCS) Round 7.    Supervisory Responsibility This position does have supervisory responsibility for Human Resources generalists, talent acquisition, and other HR staff working in the facility.