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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:** 28881

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

Reporting to the CHRO, the Sr. Director of Human Resources – Manufacturing Operations, is a strategic partner responsible for leading the HR function across all field operations. This role partners closely with senior leadership to drive workforce strategy, operational efficiency, and cultural transformation in a multi-site manufacturing environment. A key focus of this role is partnership with executive and director level leadership to ensure employee engagement initiatives in the field to better support business growth and operational excellence.

+ Serve as a trusted advisor to manufacturing, providing guidance on organizational design, workforce planning, and talent strategies.

+ Lead HR initiatives that support operational excellence, continuous improvement, and lean manufacturing principles.

+ Translate business strategy into HR actions that drive performance, engagement, and retention.

+ Partner with Talent Acquisition to ensure staffing strategies meet operational demands.

+ Partner with Talent Development to ensure training and development needs are identified and supported in the field.

+ Lead succession planning, leadership development, and skills training to build a future-ready workforce.

+ Foster a positive employee experience through proactive engagement strategies and effective communication.

+ Manage complex employee relations issues, ensuring fair and consistent practices.

+ Monitor and improve employee engagement metrics, driving initiatives that enhance workplace culture.

+ Ensure compliance with labor laws, safety regulations, and company policies across all manufacturing locations.

+ Manage all labor relations strategies related to proactive employee relations

+ Oversee HR metrics and analytics to inform decision-making and track progress against goals.

+ Lead change initiatives related to organizational transformation, technology adoption, and process improvements. Support leaders in navigating change and building resilient teams.

Qualifications

+ B.S or B.A. degree in Business, Human Resources, or related field. (M.S. Preferred)

+ Knowledge of local, state, and federal laws and regulations regarding employment practices

+ 10+ years of progressive HR experience, with at least 5 years in a manufacturing environment, supporting multi-sites

+ Experience supporting executive level leaders

+ Strong knowledge of labor laws and HR best practices in a manufacturing operations

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)