Career Opportunity Listing  

Long Prairie Packing, LLC, an American Foods Group Company has an opportunity for a Transport Driver at our Long Prairie, MN plant.   As a Transport Driver you will: - This is a part-time position without benefits. - Drive a motor vehicle to transport passengers to and from specific destinations in a timely manner.  - Check the condition of a vehicle's tires, windshield wipers, lights, oil, and gas to ensure that everything is in working order. - Comply with all traffic regulations to ensure that passengers have a smooth and safe ride. - Arrive at destinations on schedule.  Plan accordingly for traffic, construction and/or weather delays.  - Ensure passengers are seated properly and buckled up. - Communicate with Company representatives by telephone to exchange information and receive requests for service. - Interact with passengers in a professional and courteous manner at all times.  - Assist passengers in boarding or exiting or with baggage. - Answer questions about pickup schedules or routes. - Ensure vehicle is always fueled and ready for use. - Notify company of any necessary vehicle repairs; arrange as needed. - Complete paperwork or records as needed. - 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

Long Prairie Packing, LLC., an American Foods Group Company, has an opportunity for a Recruiter at our Long Prairie, MN plant.   If you are looking to advance your career, join the AFG family where you can be a part of providing quality beef products to over 40 countries around the world.   As our Recruiter, you will: - Actively recruit, screen, interview, evaluate, and select production and production support candidates consistently per hiring policies and in accordance with Affirmative Action/EEO. - Build community relationships with local agencies (community services, colleges, high schools, employment agencies, recruiters, etc.) to identify new talent, provide company information, opportunities, and benefits; make presentations and maintain rapport. - Attend and coordinate job fairs (onsite and off-site) to attract new talent. - Assist with job postings and advertisement process using job services, newspaper, online, social media, radio, billboards, local publications, colleges, high schools, etc.). - Maintain and manage job postings using Applicant Tracking System (internal and external). - Determine applicant qualifications by interviewing applicants, analyzing responses, and comparing qualifications to job requirements. - Coordinate interviews and arrange travel and/or lodging as needed. - Ensure hire and pre-employment paperwork (job offer letter, Form I-9) is completed, per hiring policies. - Maintain recruiting reports (production staffing, interview, rehires, etc.). - Update job knowledge by participating in educational opportunities; read professional publications; maintain personal networks; participate in professional organizations. - Propose and implement ongoing innovations and improvements to recruitment process. - Ensure compliance with federal, state, and local employment laws and regulations, and company policies. - 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, LLC, an American Foods Group company, is searching for a Bilingual Plant Recruiter to join our team in Yankton, South Dakota. As a key member of the plants Recruiting team, you will find yourself challenged and contributing in a significant way to the success of the business, and you will be rewarded for that success.   As our Bilingual Plant Recruiter, you will: - Actively recruit, evaluate, and select qualified candidates to satisfy the facilities staffing needs. - Attend career fairs to attract quality talent. - Improve the facilities attractiveness by recommending new policies and practices while communicating that with the public by maintain job posting and advertisements. - Serve as the facilities advocate by researching, contacting, and building rapport with agencies and organizations within the community and continuously seeking innovating ways to attract new talent. - Coordinate interviews, arrange travel and/or lodging as needed and ensure all new hire and pre-employment paperwork is completed per hiring policies. - Avoid legal challenges by understanding current legislation and enforcing those regulations. - Stay current with job knowledge by participating in educational opportunities; reading professional publications, marinating personal networks, and being an active member with professional organizations. - Ability to travel within a 50-mile radius to various job fairs to support recruitment efforts for the organization. - 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.

Rosen’s Diversified, Inc. (RDI) is a holding company of vertically integrated business units including American Foods Group, LLC; the fifth largest group of beef processing companies, a pork processing plant, a logistics division, a fleet of trucks to support those operations, an agricultural chemical company, and a supplier of critical components to the bio-research and biomedical fields. We maintain extensive domestic operations, small international operations, and global product sales.   JOB SUMMARY Under the general direction of the VP of Total Rewards, Human Resource Business Partner (HRBP) is responsible for the delivery and implementation of a full range of HR services including, recruitment, hiring, development, employee relations, as well as compliance with established human resource policies, processes, systems, and applicable laws and regulations. The HRBP will collaborate with COEs and the business to implement HR initiatives in line with the organization’s strategic objectives.    As our Human Resource Business Partner you will: - Provide guidance and HR support for all stages of the Employee Lifecycle from attraction of talent to offboarding.  This includes all job responsibilities from drafting of employment letters to separation agreements. - Manage employee exit process, including communications, documentation, exit interviews and reporting/analysis. - Recruitment & Retention - Partner with Recruiting to ensure a conscious, deliberate approach to attracting and retaining top talent from both inside and outside the organization. - Manage and maintain legal and company compliance in all HR departmental activities including recruitment and hiring steps, I-9 verification, training programs, and various reporting requirements. - Conduct weekly orientation and onboarding for new hires. - Partner with Payroll to ensure all hourly and salary pay periods are accurate and timely. - Assist  employees  on  understanding health  and  welfare  benefit  options  and  conduct annual Open Enrollment meetings as needed. - Serve as general advisor on state, federal, and local employment law. Specifically, partner with  COEs  to  ensure  compliance  with  governmental regulations,  such  as: Affirmative Action (AAPs), Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), etc. - Identify people related operational improvement opportunities and collaborate with HR Centers  of  Excellence  (COE)  and  business  unit  leaders  to  develop  and  implement improvement plans. - With the guidance of the VP of Total Rewards, partner with supervisors and managers across multiple locations to identify, discuss, and/or resolve employee relations issues and concerns. - Support HR decisioning by leveraging data to make fact-based decisions that enable the business to achieve its objectives. - Update human resources systems, ensuring accurate and timely processing of employee information.  Maintain data integrity and provide reporting from multiple sources including UKG and individuals related to headcount and other related data. - Effectively manage, communicate, and build relationships with a culturally diverse hourly and salaried workforce. - 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 - Plant Build Team 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] [the Human Resource Competency Model of the HR Competency Study (HRCS) Round 7].  [Further information on these competency requirements can be found at the AFG HR One Stop-Career Page.]     Supervisory Responsibility This position does have supervisory responsibility for Human Resources generalists, talent acquisition, and other HR staff working in the facility.

Rosen’s Diversified, Inc. (RDI) is a holding company of vertically integrated business units including American Foods Group, LLC; the fifth largest group of beef processing companies, a pork processing plant, a logistics division, a fleet of trucks to support those operations, an agricultural chemical company, and a supplier of critical components to the bio-research and biomedical fields. We maintain extensive domestic operations, small international operations, and global product sales.   JOB SUMMARY The Retirement Benefit Plan(s) Administrator serves as the primary resource to a diverse employee population for information and education about the Company’s retirement plans while fostering a positive customer service environment. Specifically, the administrator will be primarily responsible for the administration of the Company’s various ERISA qualified and non-qualified retirement plans. In partnership with Company executives, this position will assist with the creation, implementation, day-to-day administration and legal compliance of the Company’s various retirement offerings and products which provide benefits to employees across multiple, diverse subsidiary companies.   As our Retirement Benefits Administrator you will: - Specifically responsible for 401(k) (Union and Non-Union), Senior Management Nonqualified Deferred Compensation Plan, Senior Management Death Benefit Plan, and Executive Voluntary Deferral Plan (hereafter together referred to as “Retirement Plans”); support as a subject matter expert to the Company committee(s) overseeing the Plans and participating employees, including rollover issues, beneficiary designations, early distributions, required minimum distributions, death notifications, etc. - Conduct or contribute to 401(k) plan(s) administration and compliance functions including, but not limited to, eligibility notifications, death notifications, and HCE determinations and notices. - Prepare or participate in Executive Voluntary Deferral Compensation monthly billings, distribution requests for deceased beneficiaries, retiree(s) payments, and new participant packets. - Partner with internal departments such as Tax and Payroll to provide, as needed, information and data for internal and external reporting. - Interface with and participate in scheduled meetings with appropriate plan vendors and providers to ensure adherence to plan provisions, provide feedback on services, initiate, and follow up on necessary administrative or procedural changes, and employee communications. - Initiate and manage projects: RFPs, plan design changes, fund changes, match analysis, etc. - Draft, review and/or deliver service agreements in compliance with all requirements, including delivery of required disclosures. - Participate in M&A due diligence and review of 401(k) impact resulting from purchase or sale. - Assist with complex plan issues including corrections, legal concerns, union discussions, etc. - Ensure the Retirement Plans are always updated and legally compliant. - 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.

Location: Green Bay, WI   American Foods Group, LLC is searching for a Bilingual Human Resources Generalist.  In this role, you will serve as a resource for the AFG Human Resources Business Partner to achieve HR operational activities involving plant operations, while also developing corporate HR skills that would effectively transfer to a plant HR Manager role.   As the Bilingual Human Resources Generalist, you will: - Effectively communicate and be able to support a culturally diverse workforce of 3,500+ employees. - Assist with conducting workplace investigations, especially matters referred to corporate HR through the company’s Lighthouse hotline. Be able to see identify and escalate trends or issues. Complete initial investigations maintaining a high level of confidentiality. - Support plants in investigations and other plant based human resources activities needing corporate support. - Learn and assist with corporate HR functions that will broaden knowledge and support development as an HR manager. - Effectively create and maintain critical reports for management. - Provide verbal translation for individual meetings including but not limited to; investigations or supporting various training efforts. - Translate written materials as needed for other areas of departments, such as training materials, communication materials, company handbooks, procedures, etc. - Be responsible for knowledge of day-to-day employee relations activities within our plants including employee engagement and retention activities - Support the HR Director in organizing and retrieving corporate records, reports, policies in OneNote. - Take minutes of the regular Human Resources Department conferences, ensuring the effective communication with the members of the HR team. - Provide support to the Director of HR in other assigned projects as needed.  - 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 preliminary.