Sr. Director HR in Minnetonka MN

Michael Foods logo
Michael Foods
Sr. Director HR
Job ID: 
Minnetonka MN
Not Specified
Not Specified
Job Types:
Director/VP Human Resources, HR Generalist-Management, HR Generalist-Supervision

Job Details



The Sr. Director Human Resources, and those reporting to them, serves as a member of the HR team supporting HR initiatives and partnering with leadership to develop creative solutions for the Supply Chain, ensuring common HR processes and practices for both current and future projects, and aligning with overall Company strategy. The position is a key contributor to the company’s growth and performance through his or her leadership in the creation and implementation of people strategies. The critically important parts of the job are developing the human resources initiatives to include talent development and management, execution of supply chain initiatives and projects, which may include M & A activities, along with focus on total rewards, talent acquisition, safety and diversity & inclusion.


  • Champion, drive and manage organizational and individual performance processes in collaboration with the Director of Organizational Effectiveness through robust development plans for senior leaders within Supply Chain for succession planning
  • Lead the development, implementation, and coordination of policies, procedures and programs supporting critical HR initiatives including production hourly recruitment and retention strategy, learning and development, hourly compensation, employee safety and internal/external communication
  • Develop and maintain understanding of building talent through external and internal recruiting. Understand the entire talent pool, from the bottom up, to proactively identify leadership and/or talent gaps, development opportunities, and internal mobility options
  • Serve as business partner to the Integrated Supply Chain teams for all HR related projects, processes, and employee relations concerns
  • Effectively partner across the internal MFI HR organization and with the PHI shared services to create and promote effective and efficient solutions
  • Collaborate with Supply Chain Leaders to drive the evolution of a team-based culture that focuses on:
  • Fact-based insights
  • Candid and constructive conversation
  • Alignment and execution
  • Demonstrates and drives a sense of urgency in execution of business plans while embracing transparency, empowerment and accountability throughout the organization
  • Ensure the right culture, processes and measurements are in place to drive the actions required to deliver results
  • Champion growth, evolution, change, diversity and inclusion


  • Advisor and coach to the SVP Integrated Supply Chain and the Integrated Supply Chain Team
  • Performance management and measurement
  • Talent retention, development and attraction strategies for manufacturing facilities and farms
  • Acquisition evaluation, diligence & integration in relation to Supply Chain capabilities
  • Employee & Labor relations strategic initiatives
  • Compliance with all legal and government reporting regulations affecting HR matters


  • Bachelor’s Degree
  • 7+ years of experience in strategic HR leadership role including time in a manufacturing environment
  • Prior experience with organizational design and workforce planning
  • Ability to function at a strategic level and to execute in a hands-on fashion
  • Proven ability to translate company priorities into actionable HR items
  • Experience and success in working with a matrix organization
  • Highly effective communicator who can clearly and concisely articulate ideas, concepts, and proposals
  • Project management skills to include M&A capabilities
  • Financial acumen: must be capable of conducting quantitative analysis, with a proven ability to work with numbers and financial data
  • Travel up to 35%


  • Master’s degree or MBA
  • Experience in employee relations, union negotiation
  • Food Manufacturing Experience

The above statements are intended to describe the general nature of the work and may not include all the duties required of the position.



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)

Apply Now
Name and email are optional and not part of your application. It will be used solely by to send you new job alerts.

Using means you are agreeing to the Terms of Service of this website.

Red Alert COVID-19 resources.