Human Resources Business Partner jobs at Butler Machinery - 7 jobs

Org Marketing Statement Baldwin Filters, a brand of Parker Engine Mobile Aftermarket Division (EMAM), is a global provider of heavy-duty filtration products for engine powered equipment. Our mission is to protect our customers' engines and mobile equipment, from first to last use, through innovative filtration solutions and outstanding customer service. Baldwin offers superb product quality, an extensive distribution network and the industry's broadest product line. This comprehensive portfolio of filtration products and technologies offers customers a single streamlined source for all their engine and mobile filtration needs. Our Filters are Found in All Industries Worldwide: * On-Highway (Heavy Duty) * On-Highway (Medium & Light Duty) * Construction * Agricultural * Oil & Gas * Mining & Power Generation * Marine Join Our Team: Our global success is based on a simple equation: an empowered workforce operating in a supportive environment fosters innovative ideas and solutions. Join the Parker team and realize your future in making a positive impact on the world. Position Summary To provide a full range of HR services to the organization; actively promoting a culture where the people resource is continuously developed and empowered in all areas to achieve world class business performance. This role supports approximately 1,700 team members in the US and Mexico. Responsibilities Roles & Responsibilities * Staffing: develop and implement recruiting strategies for hourly and salaried employees; act as a liaison between the division * Training & Development: use the training needs analysis to identify training needs, designing, developing, implementing, and evaluating division training initiatives; ensure training is directly related to business goals; monitor the effectiveness of training and development initiatives * Employee Relations: manage the grievance and disciplinary processes; provide support, guidance and clarification on all matters related to these processes; negotiations with employee relation bodies (Mexico only) * Compensation & Benefits: facilitate the administration of base compensation, variable compensation, and benefits for the organization in conjunction with corporate, country, or regional resources * Employee Communication: increase the effectiveness of division communication programs. Administer employee feedback opportunities * Employment Regulations: understand and adhere to country, state, labor union, and/or works councils laws and regulations; adhere to company specific employment practices * Company Culture: champion company culture and management practices within the division; encourage the utilization of employee recognition programs * Department Administration: develop and monitor the department budget and business plan; administer all HR policies for the division; Work towards continuously improving the automation of HR practices; create division and corporate reports as required; manages staff, as needed * Strategic Workforce Planning: partner with operational leadership to use business strategy and workforce analytics to develop staffing and development requirements to support achieving business strategy; lead the Strategic Workforce Planning process that feeds Parker's annual Black Book Qualifications Education & Experience * Ideal candidate has 10+ years of experience in Human Resources leadership capacity and prior experience in leading projects with long-term impact to business performance. * Previous work experience includes experience such as Human Resource leadership role for a large and complex business unit or division, Human Resource responsibility across multiple countries, Human Resource generalist, Human Resource Specialist (Compensation & Benefits, Learning and Development) and experience managing in a manufacturing and corporate environment * 4 year university degree (or international equivalent) required; Ideal candidate has studied human resources, psychology, business/management, or related areas of study * Completed Master's degree (or international equivalent) in human resources, psychology, business/management, or related areas of study strongly preferred Skills & Competencies * Possess analytical and technical skills required to understand business practices and recommend opportunities * Must have functional understanding of cost accounting and adopt to practical application * Excellent written, verbal, and interpersonal communication skills for effective interface with all internal and external contacts * Must be an innovator and embrace lean enterprises principles and practices Ability to travel to EMAM division locations quarterly and as required. Travel Benefits: Parker offers competitive benefit programs, including: Comprehensive coverage for medical, prescription drugs, dental, vision, voluntary optional life, accident insurance, hospital indemnity insurance and critical illness insurance with competitive premium cost. 401(k) Plan with company matching contributions at 100% of the first 5% of pay Company provided defined-contribution retirement plan with annual contribution equal to 3% of pay Career development and tuition reimbursement Additional benefits including paid parental leave, short and long-term disability programs, adoption assistance, Care.com membership and financial planning assistance are provided at no cost to you. Supplemental benefit programs including identity protection, legal protection, and pet wellness are available at competitive rates. Paid Time Off and 13 Company-Paid Holidays. Participation in Annual Incentive Plan Equal Employment Opportunity Parker is an Equal Opportunity and Affirmative Action Employer. Parker is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job related reasons regardless of race, ethnicity, color, religion, sex, sexual orientation, age, national origin, disability, gender identity, genetic information, veteran status, or any other status protected by law. However, U.S. Citizenship, Permanent Residency or other appropriate status is required for certain positions, in accord with U.S. import & export regulations. ("Minority / Female / Disability / Veteran / VEVRAA Federal Contractor") If you would like more information about Equal Employment Opportunity as an applicant under the law, please go to Employees & Job Applicants | U.S. Equal Employment Opportunity Commission

Continental is a leading tire manufacturer and industry specialist that develops and produces sustainable, safe and convenient solutions for automotive manufacturers as well as industrial and end customers worldwide. Founded in 1871, the company generated sales of €39.7 billion in 2024 and currently employs around 95,000 people in 54 countries and markets. ContiTech is one of the world's leading industry specialists. The Continental group sector offers its customers connected, environment-friendly, safe and convenient industry and service solutions using a range of materials for off-highway applications, on rails and roads, in the air, under and above the ground, in industrial environments, for the food sector and the furniture industry. With about 39,000 employees in more than 40 countries and sales of some 6.4 billion euros (2024), the global industrial partner is active with core branches in Asia, Europe and North and South America. Job Description We're looking for a motivated team member who is eager to grow, learn, and make an impact. This role is a great opportunity for someone ready to take the next step in their career and apply their existing skills in new ways. We value curiosity, adaptability, and a strong desire to continue developing professionally. If you're passionate about learning and contributing to a collaborative environment, we'd love to hear from you. The HR Manager performs human relations functions to help build a strong organizational team of motivated and competent associates. Participates in the day-to-day operations of the leadership of the plant through headcount planning, budgeting, policy development, Union management, and talent recruitment and development. Participates in day-to-day operations of the Human Resource office through the administration of policies, procedures and programs. Responsibility in all HR-related functional areas, including labor relations, payroll administration, training and development, benefits, compensation, Human Resource Information Systems, and recruiting. HOW YOU WILL MAKE AN IMPACT Oversee recruitment, selection and onboarding of employees in compliance with company policies and union agreements. Inclusive of candidate tracking through the use of necessary recruiting tools and software. Coordinate with department leads to forecast staffing needs Primary contact for employee concerns, grievances and workplace disputes and manage conflict resolution with all levels of the organization Labor Relations Develop and maintain a positive working relationship with the Union Leadership Process grievances per the Union contract Represent the company in grievance and arbitration proceedings Union negotiations with union representatives Educate employees and supervisors on policies, procedures and expectations. Plan and direct employee relations and recognition events Responsible for deployment of performance management and improvement processes Support Payroll and Benefits activities Play a strategic plant leadership role Qualifications WHAT YOU BRING TO THE ROLE Bachelor's degree in Human Resource Management or related Business or Social Science Field and 7+ years of HR Experience. 14+ years of HR experience in lieu of a Bachelor's degree Strong level of professionalism and ethical standards Must have outstanding interpersonal skills, including conflict resolution Ability to work with all levels of the organization Must be able to manage multiple projects with minimal supervision ADDITIONAL WAYS TO STAND OUT Bachelor's degree preferred Preference for individuals with HR experience in a manufacturing environment Strong experience with unions, collective bargaining, and contract administration Experience leading HR initiatives such as succession planning, training, and performance management Experience with HRIS and timekeeping systems (SAP) Legal authorization to work in the U.S. is required. We will not sponsor individuals for employment visas now or in the future for this job posting. No relocation provided for this role Additional Information THE PERKS Immediate Benefits Paid Time Off Tuition Assistance & Employee Discounts Employer 401(k) Match Competitive Bonus Programs Employee Assistance Program Future Growth Opportunities, including personal and professional And many more benefits that come with working for a global industry leader! EEO-Statement: EEO / Disabled / Protected Veteran Employer. Continental offers equal employment opportunities to all qualified individuals, without regard to unlawful consideration to race, color, sex, sexual orientation, gender identity, age, religion, national origin, disability, veteran status, or any other status protected by applicable law. In addition, as a federal contractor, Continental complies with government regulations, including affirmative action responsibilities for qualified individuals with a disability and protected veterans, where they apply. To be considered, you must apply for a specific position for which Continental has a current posted job opening. Qualifying applications will be considered only for the specific opening(s) to which you apply. If you would like to be considered for additional or future job openings, we encourage you to reapply for other opportunities as they become available. Further, Continental provides reasonable accommodations to qualified individuals with a disability. If you need assistance in the application process, please reply to [email protected] or contact US Recruiting at ************. This telephone line and email address are reserved solely for job seekers with disabilities requesting accessibility assistance or an accommodation in the job application process. Please do not call about the status of your job application, if you do not require accessibility assistance or an accommodation. Messages left for other purposes, such as following up on an application or non-disability related technical issues, will not receive a call back. Ready to drive with Continental? Take the first step and fill in the online application.

Company: US0195 Sysco North Dakota, Inc. Sales Territory: None Zip Code: 58102 Travel Percentage: Up to 25% COMPENSATION INFORMATION: The pay range provided is not indicative of Sysco's actual pay range but is merely algorithmic and provided for generalized comparison. Factors that may be used to determine rate of pay include specific skills, work location, work experience and other individualized factors $2,000 Sign-on Bonus!! JOB SUMMARY Supports Human Resource Business Partner (HRBP) and leadership to successfully implement local initiatives, and execute regional and corporate programs. Help to create an environment to attract, develop, retain and engage talent throughout the Operating Company (OpCo) to deliver business goals. RESPONSIBILITIES Partner with Human Resource Business Partner (HRBP) to execute core HR processes (e.g. performance management, talent management, total rewards, compensation, training and development, interactive process of transitional return to work, etc.). Provide coaching and guidance to leaders and associates regarding HR in areas such as policy and procedure. Collaborate with leaders and COEs to support recruitment and staffing plans. Work with the Human Resource Business Partner (HRBP) to drive an inclusive and diverse culture. Develops, implements and administers programs to enhance associate engagement and satisfaction levels (e.g. Sysco Speaks action planning). Employee and labor relations (investigations, conflict resolution). Support in reviewing, interpreting, administering and ensuring compliance with federal, state, and local employment laws, and company policies and procedures. Ensuring the initial report is entered into RisxFacs for Worker' Compensation (WC) and Liability and acting as a liaison between Gallagher Bassett (GB) and associate. Assists in determining training needs and developing programs to improve performance and professional development. QUALIFICATIONS Education Bachelor's degree with major or emphasis in Human Resources, Business Administration or a closely related field required for external candidates but preferred for internal candidates. Experience 5 years of experience in Human Resources management, 3 years of which have been in a supervisory position preferred and/or an equivalent combination of related training and experience. Certificates, Licenses and Registrations Human Resource Certification Institute (HRCI) Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) certification preferred. Systems Applications and Products (e.g. SAP, Workday, etc.) experience preferred. Professional Skills Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. Motivating, developing, and directing people as they work, identifying the best people for the job. Being aware of others' reactions and understanding why they react as they do. Talking to others to convey information effectively and the ability to speak so others can understand you. Adjusting actions concerning others' actions Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. Understanding written sentences and paragraphs in work-related documents. Listening to and understanding the information and ideas presented through spoken words and sentences. Reading and understanding the information and ideas presented in writing. Communicating information and ideas in speaking so others will understand. Conveying information and ideas in writing so others will understand Considering the relative costs and benefits of potential actions to choose the most appropriate one. Bringing others together and trying to reconcile differences. Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. Applying general rules to specific problems to produce answers that make sense. Perceiving when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem. Coming up with several ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity). Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of this job. Able to sit, stand, walk and use hands and fingers to operate a computer keyboard, mouse, and telephone to talk and hear. Frequently sit and reach with hands and arms. Occasionally lift and/or move up to 20 pounds. Working Conditions The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job. Must be able to do limited travel to Sysco facilities or operating companies. Able to utilize office equipment such as desktop/notebook computers, copiers, printers, scanners, telephones, and calculators. The noise level in the work environment is usually moderate. Must be able to work in various indoor and outdoor climates and driving conditions. NOTICE: The above statements are intended to describe the general nature of the environment and the level of work being performed by this job. This in no way states or implies that the duties and responsibilities listed are the only tasks to be performed by the employee in this job. The employee will be required to follow any other instructions and to perform any other job-related duties requested by his or her supervisor. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions. This supersedes prior s. When duties and responsibilities change and develop the job description will be reviewed and subject to changes of business necessity. #LI-IV1 BENEFITS INFORMATION: For information on Sysco's Benefits, please visit ************************* OVERVIEW: Sysco is the global leader in foodservice distribution. With over 71,000 colleagues and a fleet of over 13,000 vehicles, Sysco operates approximately 333 distribution facilities worldwide and serves more than 700,000 customer locations. We offer our colleagues the opportunity to grow personally and professionally, to contribute to the success of a dynamic organization, and to serve others in a manner that exceeds their expectations. We're looking for talented, hard-working individuals to join our team. Come grow with us and let us show you why Sysco is at the heart of food and service. AFFIRMATIVE ACTION STATEMENT: Applicants must be currently authorized to work in the United States. We are proud to be an Equal Opportunity and Affirmative Action employer, and consider qualified applicants without regard to race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, age, disability, veteran status or any other protected factor under federal, state or local law. This opportunity is available through Sysco Corporation, its subsidiaries and affiliates.

We're looking for a motivated team member who is eager to grow, learn, and make an impact. This role is a great opportunity for someone ready to take the next step in their career and apply their existing skills in new ways. We value curiosity, adaptability, and a strong desire to continue developing professionally. If you're passionate about learning and contributing to a collaborative environment, we'd love to hear from you. The HR Manager performs human relations functions to help build a strong organizational team of motivated and competent associates. Participates in the day-to-day operations of the leadership of the plant through headcount planning, budgeting, policy development, Union management, and talent recruitment and development. Participates in day-to-day operations of the Human Resource office through the administration of policies, procedures and programs. Responsibility in all HR-related functional areas, including labor relations, payroll administration, training and development, benefits, compensation, Human Resource Information Systems, and recruiting. HOW YOU WILL MAKE AN IMPACT * Oversee recruitment, selection and onboarding of employees in compliance with company policies and union agreements. Inclusive of candidate tracking through the use of necessary recruiting tools and software. * Coordinate with department leads to forecast staffing needs * Primary contact for employee concerns, grievances and workplace disputes and manage conflict resolution with all levels of the organization * Labor Relations * Develop and maintain a positive working relationship with the Union Leadership * Process grievances per the Union contract * Represent the company in grievance and arbitration proceedings * Union negotiations with union representatives * Educate employees and supervisors on policies, procedures and expectations. * Plan and direct employee relations and recognition events * Responsible for deployment of performance management and improvement processes * Support Payroll and Benefits activities * Play a strategic plant leadership role WHAT YOU BRING TO THE ROLE * Bachelor's degree in Human Resource Management or related Business or Social Science Field and 7+ years of HR Experience. 14+ years of HR experience in lieu of a Bachelor's degree * Strong level of professionalism and ethical standards * Must have outstanding interpersonal skills, including conflict resolution * Ability to work with all levels of the organization * Must be able to manage multiple projects with minimal supervision ADDITIONAL WAYS TO STAND OUT * Bachelor's degree preferred * Preference for individuals with HR experience in a manufacturing environment * Strong experience with unions, collective bargaining, and contract administration * Experience leading HR initiatives such as succession planning, training, and performance management * Experience with HRIS and timekeeping systems (SAP) Legal authorization to work in the U.S. is required. We will not sponsor individuals for employment visas now or in the future for this job posting. No relocation provided for this role THE PERKS * Immediate Benefits * Paid Time Off * Tuition Assistance & Employee Discounts * Employer 401(k) Match * Competitive Bonus Programs * Employee Assistance Program * Future Growth Opportunities, including personal and professional * And many more benefits that come with working for a global industry leader! EEO-Statement: EEO / Disabled / Protected Veteran Employer. Continental offers equal employment opportunities to all qualified individuals, without regard to unlawful consideration to race, color, sex, sexual orientation, gender identity, age, religion, national origin, disability, veteran status, or any other status protected by applicable law. In addition, as a federal contractor, Continental complies with government regulations, including affirmative action responsibilities for qualified individuals with a disability and protected veterans, where they apply. To be considered, you must apply for a specific position for which Continental has a current posted job opening. Qualifying applications will be considered only for the specific opening(s) to which you apply. If you would like to be considered for additional or future job openings, we encourage you to reapply for other opportunities as they become available. Further, Continental provides reasonable accommodations to qualified individuals with a disability. If you need assistance in the application process, please reply to ******************** or contact US Recruiting at ************. This telephone line and email address are reserved solely for job seekers with disabilities requesting accessibility assistance or an accommodation in the job application process. Please do not call about the status of your job application, if you do not require accessibility assistance or an accommodation. Messages left for other purposes, such as following up on an application or non-disability related technical issues, will not receive a call back. Ready to drive with Continental? Take the first step and fill in the online application.

Under the direction of the Talent Business Partner, you will support our Sales organization to drive HR initiatives and key people strategies aligned to HR and business objectives. As a Senior HR Generalist, you will help to forecast, identify, build, and implement proactive talent solutions that align with business goals. The Senior HR Generalist supports with Organizational Development, Workforce Planning, Cyclical Talent Initiatives, and uses business acumen along with their human resources expertise to build strategic partnerships. This role will own the performance management process for the broader Sales organization. If you thrive in a changing environment and have a continuous improvement mindset, this opportunity is for you! You'll be DISRUPTIVE through these duties and responsibilities: Business Partnership: Demonstrates enterprise-wide financial, regulatory and compliance principals and consistently apply those principals to Talent processes, policies, and initiatives Provides coaching to business leadership and day to day guidance, counsel, and support to assigned leadership across the Sales organization to support ongoing talent initiatives Partners and collaborates with business leaders cross-functionally and Talent COEs to develop appropriate talent plans to build bench strength for organizational transformation utilizing talent data analytics and insights Engages key stakeholders and influences senior leadership to align talent to business strategies Employee Relations & Compliance: Supports the performance management cycle for the Sales organization including complex situations involving involuntary terminations and associated risks Coaches leadership on the performance management cycle and provides guidance on disciplinary actions Maintains positive employee relations by creating a responsive, open environment, where employees feel safe to speak up Serves as a Talent subject matter expert in partnership with our compliance team in relevant labor laws, legal rulings, and regulations with ability to consult and coach leaders on complex Talent issues Conducts and documents internal investigations as well as formal employee complaints Facilitate the off-boarding process for both voluntary and involuntary terminations Analyze Exit Survey data in partnership with Business Partner to provide insights and feedback Employee Experience: Provide support for Employee Experience programs (i.e., engagement survey, skip level meetings, exit interviews, stay interviews, action planning, roundtable sessions, and leader accountability) Use data and analytics to gain insight into employee feedback, provide personalized and relevant experiences, as well as development opportunities Cultivate an inclusive and supportive working environment for all employees Provide Program Support to Talent Management in the following areas: Annual Performance Review Process Annual Merit Cycle Strategic Talent and Org Review Succession Planning Internal Mobility Performance Management The TOOLS you'll bring with you: Bachelor's degree in human resources, business administration, or a related field 2-3+ years of experience in employee relations and/or HR support role High attention to detail with proven ability to manage complex employee documentation, track action items, and ensure accuracy across HR processes Excellent verbal, written and interpersonal communication skills Ability to handle sensitive and confidential information with discretion Other TOOLS we prefer you to have: Proficient background in employee relations/performance management Proficiency in Workday and Microsoft Office Suite Strong understanding of HR principles, practices, and employment laws, the Talent Management lifecycle and employee retention strategies PHR or SPHR We provide these great perks and benefits: Robust health, dental and vision insurance plans Generous 401 (K) savings plan Education assistance On-site wellness, fitness center, food, and coffee service · And many more, check out our benefits site HERE. Milwaukee Tool is an equal opportunity employer.

**$2,000 Sign-on Bonus!!** Supports Human Resource Business Partner (HRBP) and leadership to successfully implement local initiatives, and execute regional and corporate programs. Help to create an environment to attract, develop, retain and engage talent throughout the Operating Company (OpCo) to deliver business goals. **RESPONSIBILITIES** + Partner with Human Resource Business Partner (HRBP) to execute core HR processes (e.g. performance management, talent management, total rewards, compensation, training and development, interactive process of transitional return to work, etc.). + Provide coaching and guidance to leaders and associates regarding HR in areas such as policy and procedure. + Collaborate with leaders and COEs to support recruitment and staffing plans. + Work with the Human Resource Business Partner (HRBP) to drive an inclusive and diverse culture. + Develops, implements and administers programs to enhance associate engagement and satisfaction levels (e.g. Sysco Speaks action planning). + Employee and labor relations (investigations, conflict resolution). + Support in reviewing, interpreting, administering and ensuring compliance with federal, state, and local employment laws, and company policies and procedures. + Ensuring the initial report is entered into RisxFacs for Worker' Compensation (WC) and Liability and acting as a liaison between Gallagher Bassett (GB) and associate. + Assists in determining training needs and developing programs to improve performance and professional development. **QUALIFICATIONS** **Education** + Bachelor's degree with major or emphasis in Human Resources, Business Administration or a closely related field required for external candidates but preferred for internal candidates. **Experience** + 5 years of experience in Human Resources management, 3 years of which have been in a supervisory position preferred and/or an equivalent combination of related training and experience. **Certificates, Licenses and Registrations** + Human Resource Certification Institute (HRCI) Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) certification preferred. + Systems Applications and Products (e.g. SAP, Workday, etc.) experience preferred. **Professional Skills** + Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. + Motivating, developing, and directing people as they work, identifying the best people for the job. + Being aware of others' reactions and understanding why they react as they do. + Talking to others to convey information effectively and the ability to speak so others can understand you. + Adjusting actions concerning others' actions + Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. + Understanding written sentences and paragraphs in work-related documents. + Listening to and understanding the information and ideas presented through spoken words and sentences. + Reading and understanding the information and ideas presented in writing. + Communicating information and ideas in speaking so others will understand. + Conveying information and ideas in writing so others will understand + Considering the relative costs and benefits of potential actions to choose the most appropriate one. + Bringing others together and trying to reconcile differences. + Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. + Applying general rules to specific problems to produce answers that make sense. + Perceiving when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem. + Coming up with several ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity). **Physical Demands** The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of this job. + Able to sit, stand, walk and use hands and fingers to operate a computer keyboard, mouse, and telephone to talk and hear. + Frequently sit and reach with hands and arms. + Occasionally lift and/or move up to 20 pounds. **Working Conditions** The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job. + Must be able to do limited travel to Sysco facilities or operating companies. + Able to utilize office equipment such as desktop/notebook computers, copiers, printers, scanners, telephones, and calculators. + The noise level in the work environment is usually moderate. + Must be able to work in various indoor and outdoor climates and driving conditions. NOTICE: The above statements are intended to describe the general nature of the environment and the level of work being performed by this job. This in no way states or implies that the duties and responsibilities listed are the only tasks to be performed by the employee in this job. The employee will be required to follow any other instructions and to perform any other job-related duties requested by his or her supervisor. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions. This supersedes prior s. When duties and responsibilities change and develop the job description will be reviewed and subject to changes of business necessity. \#LI-IV1 AFFIRMATIVE ACTION STATEMENT: Applicants must be currently authorized to work in the United States. We are proud to be an Equal Opportunity and Affirmative Action employer, and consider qualified applicants without regard to race, color, creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, age, disability, veteran status or any other protected factor under federal, state or local law. This opportunity is available through Sysco Corporation, its subsidiaries and affiliates.