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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:** 29197

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

The Workforce Development Trainer plays a critical role in identifying, developing, and deploying training and development programs that support the growth and success of all field employees. This role serves as a key liaison between the field and Learning and Development, to ensure consistent, effective, and scalable training solutions that foster a culture of continuous learning and employee development also aligning with Bob Evans Farms' values and operational goals.

Key responsibilities include conducting training needs analyses, identifying performance trends, and developing targeted training materials and curriculum to address those needs. The Workforce Development Trainer will also lead the implementation of skills-based learning programs and support the creation of career path development initiatives for hourly and frontline leaders.

Success in this role will be measured by tangible improvements in employee skills and knowledge, as well as visible enhancements in operational performance across the network. The role will require at least 50% travel with a high degree of interaction, influence, and deployment of location-based training for employees.

Accountabilities:

• Engage with key stakeholders including Continuous Improvement, Plant leadership, and HR to conduct comprehensive needs assessments and determine specific training needs, gain support and ensure alignments for training initiatives.

• Collaborate with subject matter experts to ensure training content is accurate and develop On-the-Job Training (OJT) content that maintains consistency with Standard Operating Procedures (SOP).

• Oversee the implementation of consistent utilization standard training systems throughout the network (i.e. Alchemy)

• Conduct regular assessments to evaluate program effectiveness, identify gaps, and provide solutions to improve the training of Field employees.

• Effectively deliver training with an understanding of adult learning principles with the ability to adapt to different learning styles to ensure a positive learning experience for field employees.

• Partner with Learning and Development org to create training materials, job aids, videos, and other materials to support training strategies in the field.

• Lead the implementation of training through instructor-led training (ILT) workshops, seminars, and/or e-learning.

• Develop and maintain records of all training activities, attendance, and outcomes.

• Maintain working knowledge of industry best practices and trends in training and development to provide an innovative approach to learning.

• Ensure that all training sessions are conducted in accordance with our values and a safety-first mindset.

Qualifications

Education Level:

• Bachelor’s Degree in Human Resources, Education, Business Administration, or related field preferred.

Experience:

• Minimum 5 years of relevant experience in training, workforce development, preferably in a manufacturing, food production, or multi-site environment

• Proven experience in designing, delivering, and evaluating training programs for frontline and hourly employees

• Demonstrate success in implementing skills-based learning and career path initiatives.

• Experience partnering with cross-functional teams, including Operations, HR, Learning & Development and Post Holdings partners

• Familiarity with adult-learning principles, instructional design, and training delivery methods (in-person, virtual, and blended)

• Experience using learning management systems (LMS) and training tracking tools

• Background in conducting needs assessments and analyzing performance data to inform training strategies

• Certification in Training and Development (APTD, CPTD, etc)

• Experience with Continuous Improvement methodologies

• Ability to travel 50%

• Or equivalent combination of education or experience

Skills:

• Strong facilitation and presentation skills with the ability to engage diverse audiences

• Excellent communication and interpersonal skills to build trust and influence across all levels of organization

• Ability to analyze data and metrics to measure training effectiveness and identify areas for improvement

• Highly organized with strong project management skills to plan, prioritize project workflow and manage multiple priorities

• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) and comfortable with digital training tools

• Ability to anticipate work needs and follow through with minimal direction. Must be a self-motivated self-starter.

• Must possess the ability to always maintain external and internal confidentiality.

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)