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Brand: Bob Evans Farms
Categories: Intern
Locations: New Albany, Ohio
Position Type: Intern
Remote Eligible: No
Req ID: 25174
Job Description
Business Unit Overview
For 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 #1-selling refrigerated dinner sides, including many varieties of feel-good favorites such as mashed potatoes and macaroni & cheese. We’re also a leading producer and distributor of sausage and bacon products, potato products, and egg products including liquid eggs. Our brand portfolio includes Bob Evans, Simply Potatoes, Egg Beaters and Owens Sausage. Bob Evans Farms is based in Columbus, Ohio. In September of 2017, Bob Evans Farms was acquired by Post Holdings, Inc. and is part of the Refrigerated Retail division. Other divisions of Post include Post Consumer Brands (Cereal), Weetabix (Cereal – UK), Michael Foods (Foodservice), and 8th Avenue Food & Provisions (Private Label). Post has aggressive growth plans for BEF, highlighted by the recent deployment of capital to support innovation, marketing and manufacturing. Responsibilities Position Overview: Join our 10-week program in the Human Resources Department working with a team to gain an understanding of the department’s initiatives. You will gain hands on experience working in a rotation with various Human Resources functions including, but not limited to HR Business Partner (Corporate and Manufacturing), Talent Acquisition, Talent Management, Payroll, Philanthropy and Engagement, benefits and compensation. This intern will be responsible for positively impacting Bob Evan’s business and consumers by completing challenging and meaningful projects, both in the HR department as well as an overall intern project. We expect all employees to demonstrate our core values of: Putting Safety First, Be Courageous, Do the Right Thing, Win Together, and Drive for Results. Accountabilities: Acquire understanding of the employee life cycle from the start to end of an employee’s career including gaining experience with employment law, benefits, compensation, total rewards, and leaves of absence. Participating in payroll reviews and conducting audits on timekeeping records to ensure accuracy and compliance. Partner with the Talent Management team on the coordination of our yearly Employee Engagement surveys to gauge employee satisfaction and drive improvements as well as ongoing trainings efforts for employees. Parter with the Talent Acquisition team in recruiting efforts, which includes schedule interviews, sourcing and managing the publication of job advertisements on job portals and social networks to attract top talent. Contribute to the planning and execution of philanthropic efforts, company events and engagement activities. Conducting site visits to various Bob Evans Farms locations, including Manufacturing and Trucking to understand and learn how Bob Evans Farms operates. Qualifications Currently pursuing a bachelor's degree in Human Resources, Business Management, Business Administration, or a closely related field. Ability to work collaboratively and cohesively with company peers and Post Holdings partners. Strong interpersonal skills - Listening and informing others effectively; excellent negotiating and influencing skills at all levels both internal and external. 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)