Job Description

Job Details

Description

Who We Are

Since 1955, we have been on a mission To Passionately Feed Millions Daily with High Quality Food People Enjoy! We are a third-generation family-owned and professionally managed organization with a commitment to strategic growth. We continue to be successful because of talented people, just like you, who choose to join our family and call E.A. Sween home. We pride ourselves on fostering a welcoming, respectful, and rewarding culture where employees are encouraged to bring their whole selves to work each and every day. At E.A. Sween, our team members are seen, heard, and appreciated not just for what they do, but for who they are. We hope you’ll join us!

What We’re Seeking

A service-oriented “people person” with a drive for process improvement and analytics.

What You’ll Do (Responsibilities)

CUSTOMER SERVICE/COMMUNICATION

• Supports employees via the HR Service Center hotline, in person visits and/or email. Supports other EAS sites via guidance and alignment.
• Ensures positive and consistent customer experiences.
• Provides accurate, professional, and timely responses to inquiries.
• Supports employees by providing UKG and other education, as needed.
• Management of communication technology for hourly employees (texting tools, AppleTVs); partners on communication to the broader all employee base.

ORIENTATION and ONBOARDING

• Leads creation and implementation of an onboarding program that promotes consistency and engagement for all new employees.
• Partners, cross-functionally, with members of Ops or other departments to ensure Orientation process aligns with their individual department onboarding programs; and corporate-wide.
• Functions as the first point of contact for new employees in Minneapolis, assisting and answering questions to ensure a positive first day experience.
• Creates, schedules, and communicates onboarding paperwork for new employees, and in partnership with the Talent Acquisition Team.
• Schedules, communicates, prepares materials, and conducts presentations for New Hire Orientations for incoming hourly employees, at the Corp HQ location.

HR GENERALIST DUTIES

• Applies benefits, payroll, and policy knowledge to ensure accuracy and completeness of information.
• Manages sensitive company and personal information with a high degree of confidentiality and integrity.
• Consults with multiple resources, team members, online systems, databases, and reviews historical documents.
• Understands current HR policies and make recommendations for improvements.
• Ensures that you remain knowledgeable of federal employee rights and regulations to confirm that your place of employment abides by all established standards.
• Guide the work and scope of the two First Impressions/ERC Specialists (one in EP and one in SC), as it pertains to their ERC duties.

DATA ANALYSIS and INTEGRITY

• Documents call activity in the tracking database, in partnership with other key roles.
• Utilizes a case management system to process and manage transactions in a queue of assigned cases.
• Navigates and accurately records information within the HRIS.
• Completes I-9 forms, verifies I-9 documentation, and maintains I-9 compliance.
• Maintains new employee records, ensuring completion and accuracy of details such as employee contact information, job classification, pay rates, organizational structure, and other key details.
• Completes new hire entry into HR system and coordinates with hiring managers to ensure equipment and workspace are ready for an employee’s first day and employee paperwork and training are completed.
• Analyzes data via various tools and programs; use findings to develop meaningful conclusions.
• Discuss recommendations with HR leaders based on findings; collaborate in the development of policies and programs
• Ensures employee compliance with policies based on data-informed tracking

What You’ll Need (Qualifications)

• Minimum of 2-3 years HR related experience; bachelor’s degree in related field
• Strong written and verbal skills
• Strong computer skills, proficiency in Microsoft Office – specifically Word, Excel, Outlook, PowerPoint.
• Strong presentation, interpersonal customer service skills
• Ability to convey information effectively and professionally to others, be an active listener and develop healthy working relationships with others.
• Detailed-oriented and strong organizational skills.
• Must have reliable transportation and a valid driver license.
• Good judgement, decision making skills and ability to keep information confidential.
• Experience with working with diverse and multilingual co-workers
• Must be able to travel 10% of the time or as needed
• Preferred : Bilingual (Spanish) is a plus; previous experience with UltiPro.

How You’ll Find Success at EAS

• Value People Most of All: Show respect & care, embrace diversity, and empower others.
• Commit to Safety Everyday: See something say something do something, practice safe behavior, and celebrate safety success.
• Invest in Our Company to Thrive: Share ideas to improve, learn & grow, and embrace change.

• Think Before Doing And Act Decisively: Make thoughtful decisions, work together to find solutions, and do what’s right.
• Welcome Constructive Straight Talk: Be honest and respectful even when difficult, be open to ideas and feedback, and ask questions to understand.
• Serve Up Exceptional Experiences: Provide value to customers, take pride in your work, and help others to be successful.
• Enjoy What You Do!: Have a positive attitude, Live the Spirit of E.A. Sween, and celebrate success.

Qualifications

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Behaviors

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Education

Experience

Licenses & Certifications

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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