Experience Inc. Jobs

Brand: Post Holdings Inc.

Categories: Human Resources

Locations: Saint Louis, Missouri

Position Type: Regular Full-Time

Remote Eligible: No

Req ID: 24832

Job Description

Business Unit Overview

Feeding the world is what we do – how we do it is unique. We are not your textbook consumer packaged goods company. While others may be slow to make change happen, Post continuously drives both inorganic and organic growth. Our history is evidence of that fact with over 100 years of heritage and growth from brands that transcend generations like Honey Bunches of Oats, Fruity Pebbles, Malt-O-Meal, Bob Evans Farms, Kibbles 'n Bits, Egg Beaters, Peter Pan Peanut Butter, Ronzoni Pasta and more. Our foodservice and ingredient businesses supply other products you love for brands, restaurants and stores. Our offices and manufacturing sites are in 62 locations in five countries, and we have 11,500+ employees. Over the past 10 years, Post has made 22+ acquisitions and reached $7 billion in net sales in fiscal 2023. During turbulent times of market uncertainty, the food industry has provided a level of stability unlike other industries. Post Holdings, Inc. is headquartered in Brentwood, a suburb of St. Louis, Missouri. Our casual professional atmosphere encourages team members to collaborate, innovate and support our operating companies. Our passion and drive advance the reputation of our operating companies and brands—together, we make a difference. Responsibilities Are you a critical, analytical thinker with a strong ethical compass and desire to continuously stay apprised of ever-changing regulations and rules? As a Senior HR Compliance Analyst, you will be a key player in leading and implementing HR compliance programs and policies, staying ahead of emerging trends and developments in employment law and other relevant areas. Partnering with the HR Compliance leadership and other key leaders in the organization, you will carry out day-to-day tasks, analyze trends and themes, and identify risks before they escalate. In this role, you will examine and evaluate company practices, identify non-compliance issues, and recommend corrective actions to align with regulations and laws. KEY RESPONSIBLITIES Compliance Responsibilities Investigate compliance issues as they arise; escalate and document non-compliance to management Monitor employee-related legislative and regulatory changes and/or developments, and ensure changes to rules and regulations are restructured with HR systems, policies and practices Research changes in laws and regulations analyze their impact on the organization and communicate findings to stakeholders Responsible for drafting policy, process and procedure to improve on the compliance posture of the organization Partner with legal to research and resolve compliance issues and concerns Audit the maintenance of dispositions and applicant flow reports Assist with the research on processes and best practices on development of affirmative action plans while identifying trends and current issues Regulatory Reporting Manage and lead Affirmative Action program reporting Lead the delivery of reporting solutions to identify and support HR business reporting and data needs in talent development and recruiting Ensures all compliance related reports, 1095s / 1094s and other filings, are produced, filed and mailed in a timely manner Validates, tracks and updates all 1095c / 1094c Coordinates annual PCORI fee filings Lead the development and analysis of Pay Data Reporting, EEO-1, VETS 4212 reporting and other federal and state required reporting across corporate and the business units Ensure data accuracy and integrity within each report Compliance System Administration Act as system administrator within programs for background, drug screens, and I-9 compliance Develop process documentation for the I-9, background, and drug testing programs Assist with managing third-party vendors who support hiring and onboarding compliance Compliance Training/Projects Leads HIPAA training across the enterprise maintaining all annual and new hire training requirements and record keeping Leads AAP training across corporate and the business units Maintain HR Compliance trainings Develop and manage the Self-ID campaign for corporate and the various business units Assist with special projects and perform additional duties as required Qualifications QUALIFICATIONS / SKILLS Bachelors in Business Administration, Human Resources, Finance, Law or related field 7+ years of experience in a regulatory or compliance field, preferably in Human Resources Proficient with manipulating data in Microsoft Excel (especially VLookup and Pivot Tables) Strong understanding of employment laws Proficient with using PowerPoint Strong attention to detail Critical thinking skills Excellent analytical skills Experience managing multiple projects, handling shifting priorities and demonstrating a sense of urgency and results orientation in a fast-paced environment. Ability to work independently and take initiative, while also being a team member High level of professionalism, discretion, and integrity while working with sensitive information Strong written and verbal communication skills Prefer general knowledge of other human resource functions Travel – 10% This is a hybrid role based in St. Louis. Work from home Mondays and Fridays, and in office Tuesdays, Wednesdays and Thursdays.

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)