Post Holdings Human Resources Supervisor in Klingerstown, Pennsylvania


The Human Resources Supervisor manages the day-to-day operations and provides a wide variety of Human Resources support to all levels in the plant, ensuring the comprehensive administration of human resources policy and procedures. The position performs high-level professional duties in a variety of functional core human resources areas including affirmative action, projects, training, and legal compliance with applicable state and federal guidelines.


  • Assists in affirmative action programs (i.e. monitoring turnover trends, working with state agencies, etc.).

  • Assists in identifying, developing and facilitating employee training.

  • Attend seminars and training, read professional publications, maintain personal networks and participate in professional organizations to maintain and enhance core competencies.

  • Develops human resources solutions by collecting and analyzing information; recommending courses of action.

  • Expected to adhere to safe work practices, follow GMP and HACCP guidelines, maintain sanitary conditions and ensure that product quality is maintained in order to maintain SQF Level 3 certification. Report to management any conditions or practices that may adversely affect food safety, food quality or personnel safety.

  • Maintain a positive work atmosphere by acting and communicating in a manner so that you get along with customers, clients, co-workers and management.

  • May make decisions and perform the job responsibilities of the Human Resources Manager in their absence.

  • Participates in teams (i.e. HR Strategy Teams, Plant Continuous Improvement Teams, etc.).

  • Partners with plant operations teams to develop strategies to recruit, develop and retain skilled workforce.

  • Prepares reports by collecting, analyzing and summarizing data and trends.

  • Provides advice and service to supervisors and managers on daily employee relations and performance management issues.

  • Provides support to supervisors and managers regarding personnel issues while ensuring policies and procedures are administered fairly and consistently.

  • Represents Company in Unemployment Compensation Hearings as needed.

  • Responsible for HR compliance by participating in monthly, quarterly and annual compliance audits and training (i.e. Form I-9, Donning & Doffing, Anti-Harassment, etc.).

  • Responsible for reviewing employment paperwork for accuracy (i.e. annual reviews, promotions, transfers, new hire paperwork).

  • Responsible for the recruitment and selection of employees by performing such duties as posting job openings, reviewing applications, screening and interviewing job applicants.

  • Supervises all aspects of Human Resources Information System (HRIS) and payroll administration.

  • Supervises and evaluates the day-to-day activities of the hourly Human Resources Department employees.

  • Supervises the orientation process by ensuring the completion of all necessary paperwork, conducting company tours and presenting information on company policies and procedures.

  • Performs other duties as assigned.


  • Three years of successful Human Resources experience.

  • Bachelor’s degree in related field, or equivalent combination of education, training and/or experience.


  • Bachelor’s Degree in Business, Human Resources Management, or Organizational Development.

  • Bilingual in English/Spanish preferred.

  • Excellent verbal, written and presentation skills.

  • Exceptional computer skills in Microsoft® Office Suite (Access, Excel, Outlook, PowerPoint, Publisher, Word).

  • Knowledge and experience in Human Resources policies/practices, benefits, payroll administration and staffing.

  • PHR or other relevant certification preferred.

  • Two years of Leadership/Supervisory experience preferred.

  • Understanding of HR best practices and current regulations.

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.