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PROCESSOR AND RECEIVER 3RD SHIFT

HP Hood
tuition reimbursement, 401(k)
United States, Massachusetts, Agawam
233 Main St (Show on map)
Jan 15, 2025
Description

Are you a self-driven person looking to advance your career as a high-impact player on a team? If so, we have an exciting challenge for you and your future!

At HP Hood LLC, we celebrate our differences. Our diversity of people, backgrounds, experiences, thoughts and perspectives are fostered to create an inclusive work environment. We are at our best when we respect and value each other - One Team One Company!

Our culture is built on value commitments to innovation, quality, results, integrity, community, people, and collaboration that fosters a strong employee engagement, teamwork, safety and wellness. We offer a competitive benefits package that includes health, dental, vision, wellness programs, employee discounts, 401k matches, tuition reimbursement, ongoing development, advancement opportunities and more. This position is also eligible for our bonus program.

Founded in 1846, today HP Hood is one of the largest and most trusted food and beverage manufacturers in the United States. Our portfolio of national and super-regional brands and licensed products includes Hood, Heluva Good, Lactaid, Blue Diamond Almond Breeze, Planet Oat and more.

Job Function:

Under direction of the Receiving/Processing Supervisor and/or Production Manager, will follow all established procedures and policies, while producing a product that meets or exceeds available standards while prioritizing safety, quality and efficiency to meet the goals of the company.

Job Responsibilities:



  • Knowledgeable of all areas in the production department, including but not limited to Receiving, Processing, Flavor Center and all filling lines.
  • Knowledgeable with CIP's, chemical safety and use. Be flexible in their work hour to adjust to the changing need of the production department.
  • Capable of changing job function daily / hourly as needs change.
  • Follow all Hood, State and Federal guidelines to produce a high quality product.
  • Fill out all required documents for what area they are working in.
  • Receive raw milk and unload into holding tanks in a safe manner. Also involves taking samples from tanker and delivering to lab.
  • Safe and efficient operation of bulk tank truck room
  • Quality checks on inbound and outbound products
  • Proper washing of vessels
  • Housekeeping
  • Follow all sanitation procedures, regulatory procedures, and GMP's.
  • Other duties as assigned.


Job Qualifications:



  • GED or High School Diploma.
  • Prior experience in a manufacturing setting preferred
  • Basic Computer Skill preferred
  • Ability to work well with people.
  • Communication skills are a must.
  • Multi-tasked Individual.
  • Ability to work independently and in a team-based atmosphere.


Working Conditions:



  • Factory environment
  • Varying noise and heat levels.
  • Responsibilities allow occasional opportunity for varying work routine


Physical Demands:

Employees must be able to:



  • Lift up to 60lbs. repetitively but not for entire shift.
  • Walk, bend, lift, twist, reach, lean over, pull, push, stoop and stand on concrete floor on a regular basis and for long periods of time.
  • Tolerate wet, hot, steamy work environment and loud noise.


SQF Requirements/Responsibilities



  • Support SQF by maintaining food safety and food quality through completing job tasks and maintaining the work area in a sanitary manner.
  • Support biosecurity and GMP measures.
  • Report food safety problems to personnel with authority to initiate action.
  • Backup: Other Processors, Receivers or Production Supervisor


It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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)
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