What are the responsibilities and job description for the RETENTION SPECIALIST position at Peco Foods, Inc.?
Essential Job Functions/Duties:
Be familiar with all machinery & processes across the plant.
Coordinate & execute communication of all in-coming team members to their respective department.
Responsible for onboarding & job-specific training for all productions positions, as well as monthly safety & BRC training.
Key leader over Alchemy for Operations including: running reports and validating users.
Create, modify, & enter all JHAs, SOPs, & other training documentation into Alchemy.
Responsible for scheduling & facilitating weekly Retention Meetings & driving retention activities across all shifts to decrease turnover by engaging existing team members.
Use Continuous Improvement Manager as resource for metrics & reporting.
Follow up with all new full-time & contract team members at 7, 14, & 21 days for team member feedback.
Track team member feedback & report metrics weekly on retention, issues, & other engagement topics.
Execute various projects and tasks assigned by HR Manager and Plant Manager
Coordinate routinely with the Human Resources Department to ensure that there is a fluid process from hiring, orientation, & onboarding.
Coordinate/facilitate monthly roundtables for Employee of the Month.
Coordinate/facilitate weekly roundtables for Appreciation Luncheons.
Coordinate daily with staffing agency on-sites to ensure training for contract team members is correct/current
Provide coaching/encouragement for team members struggling to adapt.
Assist interested team members in progressing within the company; assist with resumes, cover letters, and provide coaching for interview processes.
Assist in Production departments and hands on training for new team members as needed.
Follow up regularly with supervisors/management on progress of team members.
Responsible for recognition & appreciation of team members such as recognition gifts, appreciation luncheons, and anniversary acknowledgment.
Responsible for touring new employees through their respective departments & muster points.
Responsible for the monthly Peco-Tuscaloosa Newsletter.
Maintain the highest possible level of personal hygiene and cleanliness in accordance with plant GMP policies.
Providing information on community resources as needed
Identify and report any suspicious situations. Abnormal situation would be:
Product tampering
Willful product adulteration
Unauthorized employees in restricted areas
Situation where a belief that product adulteration may be occurring
Comply with all written corporate safety and plant policies.
Perform other duties as assigned.
Physical/Mental Requirements:
- Working in a warm/wet/damp environment and a normal room temperature environment.
- Standing/sitting/walking 100% of the workday.
- Lifting various weights on an as needed basis.
- Strong verbal and written communication skills. Must be able to effectively communicate with team members, supervisors, managers, and visitors.
- Must be able to work efficiently despite frequent interruptions. Must be able to multi-task and set priorities. Experience in a fast-paced environment.
- Must proactively seek the opportunity to help fellow team members, as well as opportunities to improve processes.
- Flexible work schedule required and highly dependable.
- Highly proficient computer skills.
- Excellent customer service skills and attitude.
- Must embody the Peco-Tuscaloosa values: Safety, Teamwork, Mutual Respect, Accountability, and Honesty.
Note: This job description is not all inclusive of what the employee may be asked to be do while performing the duties described above. The company reserves the right to modify this job without prior notice.
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)
