Are you ready to provide leadership to Schwartz Farms as a member of the executive team? Will you commit to serving the BEST leaders and team members, while leading the BEST human resource team? Can you see yourself leading an employee value proposition of collaborating and supporting team members with genuine care, appreciation and integrity?

Immerse yourself in a vibrant and welcoming culture where family values thrive! Enjoy the excitement of leading employee engagement and fostering a supportive environment.

This is your chance to play a pivotal role in shaping the future of Schwartz Farms, ensuring each employee feels valued and empowered. Join us to make a meaningful impact and elevate the workplace experience for everyone at our family-owned organization!

A LITTLE ABOUT US

Schwartz Farms, Inc. was founded in 1978 and at the time was predominantly involved in crop farming. Although Schwartz Farms is still involved in farming, today's primary operations are within the pork industry. Schwartz Farms, Inc. employs over 550 full-time individuals, and owns sows in the upper Midwest, predominantly in Minnesota, Kansas, Iowa, South Dakota, and Nebraska. We also utilize approximately 300 independent contractors. As a premier pork producer, Schwartz Farms embraces itself for a challenging and rewarding future.

POSITION OBJECTIVES AND PURPOSE:

The Director of Human Resources provides leadership to the organization's executive team and human resource operations. Incumbent shall work with leadership to shape company policy, manage organizational development and ensure legal compliance while fostering the culture of Schwartz Farms. In alignment with organizational goals, incumbent shall lead the human resource department, develop strategies and oversee functions such as talent acquisition, compensation and benefits, talent development, and employee relations.

ESSENTIAL FUNCTIONS:

Supervisory Responsibilities:

• Lead human resource and safety staff with values of integrity, respect, excellence and adaptability
• Lead employee value proposition of collaborating and supporting team members with genuine care, appreciation and integrity (aka take care of the people who take care of the pigs)
• Recruit, interview, hire, and train human resource and safety staff
• Oversee the daily workflow of the department
• Provide constructive and timely performance evaluations
• Handle discipline and termination of team members in accordance with company policy

Duties/Responsibilities:

• Demonstrate strategic leadership and executive partnership by collaborating with and advising the CEO and executive leadership to define the organization's vision, mission and goals and identifying, developing and implementing human resource strategies that support this mission through talent management
• Support executive leadership and board of directors, as directed
• Lead organizational development through the evaluation and refinement of the organizational structure, policies, and procedures to improve efficiency and alignment
• Advise management on and lead talent management initiatives, overseeing recruitment, onboarding, training, performance management, safety and recognition that attracts, retains and honors talent
• Foster a positive work environment, manage employee relations, and ensure a healthy balance between employee needs and business objective
• Identify key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and competitiveness based on these metrics
• Research, develop, implement and manage competitive compensation structures, benefits, performance appraisal, and employee incentive programs
• Provide guidance and leadership to the human resource management team; assist with resolution of human resource, compensation, and benefits questions, concerns, and issues
• Ensure human resource practices and company policies regarding employment, benefits, insurance, safety, etc. comply with federal, state and local laws
• Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management
• Draft and implement the organization's staffing budget, and the budget for the human resource department
• Demonstrate commitment to continuous improvement, participating in professional development and networking conferences and events
• Maintains knowledge of industry trends and human resource network
• Conduct annual human resource audit
• Consult with industry practitioners and legal counsel, as appropriate
• Act as the Privacy Officer for ensuring compliance with HIPAA and Privacy Rule regulations; implement privacy policies and procedures in response to regulatory changes; conduct annual assessments to ensure PHI information remains confidential; establish appropriate contracts with affected vendors

Oversight Responsibilities:

Lead human resource staff to perform the following functions:

• Attraction and development of talent initiatives, including recruitment, onboarding, training, performance management, safety and recognition
• Deployment and compliance with immigration labor, including visas, permanent resident processes and support of individual through these stages
• Maintenance of benefit and personnel records, including benefit enrollment and change forms, new hire forms, promotion and review documentation, warning reports, termination reports and unemployment claims
• Administration of performance review program to ensure effectiveness, compliance, and equity within organization
• Conduct compensation and benefit surveys within labor market to determine competitive wages; design and ensure equitable salary administration
• Conduct workplace investigations, including harassment, animal welfare, etc.
• Coordination of benefits programs, including health, 401k, vacation, sick leave, leave of absence, and employee assistance
• Administration of accident investigations, first report of injuries, communication between employee and carrier, etc.
• Response to inquiries regarding HR policies, procedures, and programs
• Administration of summer internship program
• Preparation, recommendation and maintenance of records and procedures for ensuring privacy of personnel transactions and data
• Proposal, development, administration and communication of personnel policies and employee handbook
• Coordination of safety initiatives and training, including fleet safety training and state and federal DOT compliance
• Development of workers compensation program, including assisting with renewal process, preparing payroll reports for annual audit, monitoring claims and coordinating safety program, OSHA compliance and annual logs, etc.

The preceding statements are intended to describe the general nature and level of work being performed by people assigned this classification. They are not to be construed as an exhaustive list of all job duties performed.

ADDITIONAL RESPONSIBILITIES:

• Advocate and engage in SFI's animal welfare policy, including promoting animal well-being, remedying circumstances which impede animal care, and properly reporting instances of mistreatment or abuse

• Perform other duties as assigned.

QUALIFICATIONS:

Required Skills/Abilities:

• Demonstrated leadership, delegation and communication skills for managing teams and influencing executives
• Strategic thinking, able to align human resource strategies with business goals
• Able to lead organizational change
• Champion of positive workplace culture
• Excellent verbal and written communication skills
• Excellent interpersonal and conflict resolution skills
• Excellent organizational skills and attention to detail
• Strong analytical and problem-solving skills
• Strong supervisory and leadership skills
• Thorough knowledge of employment-related laws and regulations
• Knowledge of and experience with varied human resource information systems
• Proficient with Microsoft Office Suite or related software
• Strong understanding of the company's production system, or equivalent

Education and Experience:

• Bachelor's degree in human resources, business administration, or related field required; master's in human resources, MBA or law degree preferred
• At least ten years of progressive human resource management experience required, with strategic, talent management, and/or business development experience highly preferred.
• SHRM-CP or SHRM-SCP strongly preferred

The preceding qualifications are guidelines. Other combinations of education and experience could provide the necessary knowledge, skills and abilities to perform this job.

WORKING CONDITIONS AND ENVIRONMENT:

Position may involve travel and non-standard business hours.