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**Brand:** Michael Foods Inc.

**Categories:** Human Resources

**Locations:** Hopkins, Minnesota

**Position Type:** Regular Full-Time

**Remote Eligible:** No

**Req ID:** 27535

Job Description

Business Unit Overview

Michael Foods, Inc. is a leader in the food processing and distribution industry with business in egg products, refrigerated grocery and potato products. We offer exciting job possibilities throughout our organization where you can enhance your career, sharpen your talents and make an impact. Join our company and be part of an innovative team that’s First in Food. Location Description Hopkins, MN is home to our Michael Foods, Inc. corporate headquarters. Hopkins is located 7 miles west of Minneapolis, boasting natural surroundings in a suburban environment that also provides quick access to major travel ways and local restaurants that give our community a distinct character. Located in the Excelsior Crossing building where employees are provided with beautifully landscaped walking paths and water features creating an optimal environment for outdoor and walking meetings, along with the opportunity to take a relaxing walk or outdoor lunch before, within, or after your work day. Responsibilities SUMMARY: The Plant and Farms Skills Development Manager will be responsible for the design, implementation, and management of the training and skills-based learning systems for plant and farm employees, with a focus on hourly production. This individual will work in close partnership with Plant and Farm Operations leaders in the design of these programs. They will be required to collaborate and partner with the Learning & Development team in the design and development of the operations skills-based learning programs. This individual will also be responsible for leading the development of the skills-track career paths and training resources to support career advancement for hourly front-line roles in the plants and farms. Success in the role will be accomplished through tangible and measurable improvements in skills-knowledge of employees across the network coupled with visible improvements in operational metrics. DUTIES AND RESPONSIBILITIES: Training Program Development: Engage and collaborate with key stakeholders, including Plant and Farm Leadership, HR Plant and Farm leaders, to understand their requirements, gain support, and ensure the alignment of skill learning initiatives with organizational goals. Effectively communicate the value and impact of the skills-based learning content.  Design and develop comprehensive skills-based learning experiences for plant and farm employees that align with the identified skill needs. Lead the creation of training materials, job aids, videos, learning modules to support the development and performance of plant and farm employees. Utilize technology to implement innovative training techniques, including hand-held training tools, e-learning, virtual workshops and seminars. Oversee the implementation and on-going utilization of a standardized training system (i.e. Alchemy) for the network. Ensure standardization and consistency across the network thru effective assessment practices and procedures to improve the efficacy of the program. Develop processes to ensure skills-based learning programs continuously improve the content while ensuring the relevance, accuracy, and effectiveness of the changing manufacturing and farming environments. Needs Assessment: Conduct regular assessments to evaluate program effectiveness, identify gaps, and align on improvement plans for training the employees at the plants and farms. Collaborate with department heads and supervisors to determine specific training requirements. Training Delivery: Provide leadership and mentoring to plant and farm trainers teaching them effective training skills specific to a production environment, ensuring they can confidently and effectively train employees on operational procedures as well as employee/food safety standards. Equip trainers with skills in effective training delivery, understanding of adult learning principles, and ability to adapt to different learning styles to ensure successful training for plant and farm employees. Partner with HR and Plant and Farm Operations teams to ensure effective delivery of the skills-based learning experience. This includes coordinating training sessions, monitoring the effectiveness of the content delivery methods, and making necessary adjustments to improve learner engagement and outcomes. Coordinate external training providers when necessary. Ensure that all training sessions are conducted in a safe and effective manner. Stay updated on industry trends and best practices in skills development and incorporate innovative approaches into the learning materials.  Evaluation and Improvement: Develop evaluation and assessment mechanisms to measure the effectiveness and impact of the skills-based learning content. Collect feedback from trainees, plant and farm operations leaders, HR leaders, and other stakeholders to identify additional/changing plant and farm skills requirements, areas for improvement and make iterative enhancements to the learning materials.  Maintain records of training activities, attendance, and outcomes. Provide Plant and Farm Operations leadership with regular reports and updates on training effectiveness and skill progression that can be clearly connected to operational performance. Compliance and Safety: Ensure all training programs comply with industry regulations, company policies, and employee/food safety standards. Promote a culture of employee/food safety and continuous improvement within the plant/farm operations. Team Leadership: Lead and mentor a team of training coordinators and specialists. Provide guidance and support to ensure the successful implementation of training programs. Develop a Learning and Development Pillar (COE/COP) in close coordination with the Director of Continuous Improvement to support the company’s larger CI initiatives. Budget Management: Collaborate with plant/farm leadership on training budget. Ensure cost-effective training solutions while maintaining high-quality standards. Collaboration and Communication: Work closely with HR, Farm/Supply Chain Operations, and other departments to align training programs with overall business objectives. Communicate effectively with all levels of plant/farm personnel. Travel Requirement: The role will require at least 50% travel with a high degree of interaction, coaching, and development in location-based training employees. Qualifications EDUCATION: Bachelor’s degree in Human Resources, Communications, Education, Business Administration, or a related field. EXPERIENCE: Minimum of 5 years of experience in training and development, preferably in a manufacturing or plant environment. PREFERRED EDUCATION, EXPERIENCE AND SKILLS: Master’s degree in a related field. Certification in Training and Development (e.g., DACUM, CPTD, ATD). Strong understanding of adult learning principles and training methodologies. Excellent communication, presentation, and interpersonal skills. Proven ability to design and implement effective training programs. Knowledge of industry regulations and safety standards. Strong organizational and project management skills. Proficiency in MS Office and training software/tools. Experience with continuous improvement methodologies. Bilingual skills, depending on plant/farm location and workforce composition. The above statements are intended to describe the general nature of the work and may not include all the duties associated with this position. The pay range for this position is $86,899 - $128,609 per year.

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)