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**Brand:** Bob Evans Farms

**Categories:** Human Resources

**Locations:** New Albany, Ohio

**Position Type:** Regular Full-Time

**Remote Eligible:** No

**Req ID:** 29478

Job Description

Business Unit Overview

About Bob Evans Farms, Inc.

For over 75 years, Bob Evans Farms has delivered delicious, quick-to-table, farm-inspired food that makes mealtime a little bit easier and a lot more delicious. We're proud to be the No. 1-selling refrigerated dinner sides*, including many varieties of wholesome, feel-good favorites such as mashed potatoes and macaroni & cheese, sold in grocery stores across the country. We're also a leading producer and distributor of sausage and egg products including liquid eggs. In addition to our flagship Bob Evans ® brand, our product portfolio includes Simply Potatoes ® , Egg Beaters ® and Owens ® Sausage. Bob Evans Farms is based in Columbus, Ohio, and is owned by Post Holdings, Inc., a consumer-packaged goods holding company. For more information about Bob Evans Farms, Inc., visit www.bobevansgrocery.com .

Responsibilities

Position Overview:

The Bob Evans Farms HR Coordinator will function as a point of contact within the Human Resources department, assisting with key processes that support the employee’s lifecycle. This role will manage daily administrative tasks for Human Resources as well as the Bob Evans Farms corporate office, to ensure that our department and facility are running smoothly and efficiently. The role directly interacts with current employes, potential employees, contractors, visitors, and vendors.

Accountabilities:

+ Strong partnerships and assistance within the Human Resources team to assist with daily HR functions.

+ Coordination and facilitation of new hire on-boarding activities for full-time employees and contractors, review new hire paperwork, and data entry.

+ HR Compliance activities including maintaining accurate employee files, i9 verifications and audits, and ensuring adherence to labor laws and required postings.

+ Completes invoice processing and purchase orders.

+ Assists with contractor set up, access and maintenance.

+ Coordination of corporate engagement events (food truck scheduling, holiday celebrations, thank you events)

+ Assist with philanthropic & community events, tracking of volunteers and necessary paperwork

+ Performs administrative duties (calendar management, data entry, answering phones, photocopying, scanning filing, stocking supplies, etc.)

+ Tier 1 Facilities:

+ Assists with security badge system management and maintenance.

+ Partner with property management team to ensure facility is running smoothly.

+ Manage front desk at the corporate office including courteously and professionally greeting and assisting corporate visitors (customers, clients, vendors, employees, and other visitors) in contacting the appropriate employee.

+ Building mail, café and building supply ordering and stocking

+ May involve sourcing of candidates and interview scheduling

Qualifications

+ Bachelor’s degree in human resources, Business, or related field preferred or equivalent experience.

+ Minimum 2 years of relevant experience in Human Resources

+ Working knowledge of Human Resources as well as general administrative responsibilities

+ Proficient in Microsoft Office Suite (Word, Excel, PowerPoint)

+ Knowledge of ATS and/or HRIS system desired

Post Holdings provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, status as a covered veteran and any other category protected under applicable federal, state, provincial and local laws.

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)