Southeast Idaho SHRM  

An affiliated SHRM chapter since March 19, 1969 

The Mission Statement of SEI SHRM reads: As the premier HR organization in Southeast Idaho, we are committed to advancing the capabilities of our HR professionals. We provide value to our members by offering developmental opportunities and a common forum to network, share ideas, and experiences that promote the learning process.


HR Generalist at Amy's Kitchen

May 12, 2021 8:28 AM | Clint Washburn (Administrator)


Consistent with Amy’s core value that we take care of each other, the Human Resources Generalist I is responsible for supporting the implementation of Amy’s people strategies at the company’s manufacturing facility.  The position is accountable on all aspects of organizational effectiveness, including implementing engagement and culture strategies, recruitment, onboarding and retention, compliance and employee relations, performance feedback, coaching, change management, implementing learning and development strategies, and talent assessment. 

Must be willing to work from 11 am - 8 pm on Wednesdays.


Business Partner

  • Support Amy’s people safety and food safety strategies, understanding they are the company’s top priorities.
  • Understand the business objectives and translate those into Human Resource Business Partner (HRBP) priorities.
  • Lead annual employee engagement survey and in partnership with people leaders, facilitate follow through meetings and actions plans at site striving to improve engagement. Function as Engagement Champion.
  • Collaborate with other HR leadership positions and functional leaders, including plant management, to develop and implement strategic initiatives.
  • Partner in leading the management, measurement and reporting of labor availability at the plant, as well as counter measures to improve recruitment, retention and the employee experience.
  • Develop knowledge and skills to reinforce the Amy’s culture with leaders and employees.
  • Manage performance and wage programs partnering with other HR leadership. Actively evaluate market conditions and make recommendations for change. 
  • Lead development of programs that deliver engaging performance feedback and recognition.
  • Coordinate with Training organization to ensure hiring and training capacity are aligned. Partner to develop programs that meet compliance requirements and provide development and growth for manufacturing team members.
  • Maintains knowledge of industry trends and employment legislation and ensures organization's compliance.

Employee Relations

  • Investigate employee relations claims. Collaborate with Business partners on investigation strategies, conducting meetings and documentation.  Engage General Counsel as needed.
  • Consult with leaders, review and approve warning notices pertaining to attendance and policy related matters for manufacturing employees.
  • Review resignations and related documentation, and conduct a thorough exit interview to understand reasons behind separations and partner with the business on mitigation measures going forward.
  • Effectively provide basic communication/feedback training to supervisors and guide supervisors on the appropriate course of action (coaching vs. discipline).

Recruiting and Retention

  • Work with department managers/supervisors and the staffing agency to recruit and select qualified applicants for plant hourly positions. Maintain order tracking and fulfillment rates, and ensure staffing agency is fulfilling the terms of our agreement. 
  • Oversee the complete hiring process, which includes developing sources of qualified applicants, evaluating applicant qualifications, conducting screening interviews, and conducting reference checks and that all appropriate pre-employment testing is conducted.
  • Ensure all new manufacturing employees receive a consistent, best in class on-boarding experience.

It is the responsibility of all employees to uphold the mission of the Amy’s Food Safety and Quality Policy.  This includes following all Food Safety and Sustainability programs and participating in all required training.   


This position does not supervise others; however, they serve as a coach and mentor to others in the department.


  • Bachelor's degree (B. A.) in a related field and 5+ years of HR experience and/or training; or equivalent combination of education and HR experience.


  • 1+ years of experience in leadership capacity (e.g. supervisory or project leadership).
  • PHR / SPHR or SHRM CP / SCP Certificate preferred.
  • At least 1 year of experience in manufacturing preferred.
  • Bilingual, English/Spanish is preferred.


  • Strong organizational and project management skills with an attention to detail and an ability to manage multiple and competing priorities
  • Strong Microsoft Office skills (Word, Excel, PowerPoint, Outlook)
  • Experience with a Human Resource Management System (HRMS) preferred
  • Superior customer service skills
  • Excellent problem solving / analysis skills
  • Ability to read, analyze, and interpret technical procedures or governmental regulations. Ability to write reports, business correspondence. 
  • Exceptional communication skills. Able to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. 
  • Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.
  • Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.


Less than 5%

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)

Southeast Idaho Chapter of SHRM

The Premier Human Resources Professional Organization in Southeast Idaho.

Idaho Falls, Idaho

Powered by Wild Apricot Membership Software