**Brand:** Michael Foods Inc. **Categories:** Human Resources **Locations:** Chaska, Minnesota **Position Type:** Regular Full-Time **Remote Eligible:** No **Req ID:** 28056 **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 Michael foods, Inc. located in Chaska, Minnesota is known as the "best small town in Minnesota" with a highly rated school system and home of the PGA Tournament in 2018! As our community grows, we strive to preserve the small town atmosphere. Minutes away from beautiful lakes, major highways, shopping malls and the Twin Cities, it is the perfect location to work!. Our location produces a variety of potato products. For over 100 years, the Michael Foods family of businesses has leveraged quality ingredients and innovative processes to offer the finest products and solutions to our customers and to food-loving consumers. Responsibilities Human Resources Business Partner (HRBP) – Food Manufacturing Are you ready to make a meaningful impact in a fast-paced, high-quality food production environment? We’re looking for a Human Resources Business Partner (HRBP) to join our team and help drive performance, engagement, and a culture of safety and excellence at our manufacturing facility. What You’ll Do: Partner with Plant Leadership:Collaborate closely with plant leaders to align HR strategies with production goals, ensuring a high-performing and engaged workforce. Support a Culture of Safety & Quality:Champion initiatives that reinforce our commitment to food safety, employee safety, and product quality—core values in everything we do. Coach & Develop Leaders:Provide guidance and support to supervisors and managers, helping them build strong teams and navigate employee relations with confidence. Lead HR Projects:Drive and support HR initiatives that impact the entire facility, from workforce planning and talent development to employee engagement and retention. Ensure Compliance & Best Practices:Maintain compliance with labor laws, food safety regulations, and company policies while promoting a positive and inclusive work environment. What You Bring: Experience in a manufacturing or production environment—food industry experience is a strong plus. Strong interpersonal and coaching skills with the ability to influence at all levels. A proactive, hands-on approach to solving problems and driving results. Why Join Us? Be part of a purpose-driven company that feeds communities and supports sustainable practices. Work in a collaborative, team-oriented environment where safety and quality come first. Grow your HR career with opportunities for advancement and professional development. This position has the responsibility to comply with Safety work rules at all times as well as an obligation to reinforce Safety as a Core Value. Ensures that all policies, procedures and activities, related to Food Safety & Quality, are followed and complied with uniformly, in an effort to reduce product and process variability. Key Responsibilities – Human Resources Business Partner (Food Manufacturing) Strategic HR Partnership Collaborate with plant leadership to enhance employee performance and organizational capability. Provide proactive employee relations support, coaching leaders to manage effectively and foster a positive work environment. Lead core HR functions including performance management, training, talent acquisition, onboarding, benefits, and compensation. Promote a culture of engagement, safety, and continuous improvement aligned with company values. Organizational Development Drive change initiatives, support structural improvements, and optimize people processes to boost efficiency and growth.\ Use HR data and metrics to guide decision-making and build accountability. Cross-Functional Collaboration Partner with HR Centers of Excellence to implement company-wide initiatives and ensure seamless execution. Represent plant-level needs and provide feedback to improve HR tools and processes. Project Leadership Lead and support HR projects that enhance plant and supply chain operations. Compliance & Risk Management Ensure legal compliance and educate management on key HR policies and employment laws. In unionized environments, manage labor relations including grievance resolution and contract negotiations. Safety & Quality Commitment Uphold safety standards and GMPs, ensuring a healthy workplace and high product quality. Report any practices that may impact food safety or quality. Additional Duties Perform other responsibilities as assigned to support plant and HR objectives. Qualifications EDUCATION AND EXPERIENCE REQUIRED: Education: B.S. or B.A. degree in Business, Human Resources, or related field; Experience: 5+ years of increasing generalist responsibility within Human Resources in a manufacturing environment. Previous experience supervising a team. Demonstrated success managing projects to completion. Bilingual Spanish or Somali preferred. Applicant Tracking System; Internet software; Spreadsheet software and Microsoft Office Suite. The above statements are intended to describe the general nature of the work and may not include all the duties associated with this position. #firstinpeople The pay range for this position is $68,336 - $95,670 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)