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, 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.

There are a variety of benefits offered to our union employees either through the union or through HP Hood. The program may vary based on where you work, but all employees are offered a competitive benefits package that include health, dental, vision, wellness programs, employee discount programs, retirement program, advancement opportunities and more.

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, Hershey’s Milk & Milkshakes and more.

Responsibilities:

Essential Duties – Control Specialist (Including, but not limited to)

• Use sound engineering practices to improve plant operations, and support product quality initiatives.
• Participate in improvement projects throughout the operation.
• Modify programming in various plant automation systems to improve control strategy, increase capacity, and other enhancements as needed.
• Support ongoing maintenance and repair operations throughout the plant as needed.
• Create and update PLC applications to support automated labeling, inspection, and inventory induction of finished goods.
• Maintain accurate documentation of plant power distribution system.
• Monitor overall health and capacity of plant power‘s system and review any proposed changes to the system.
• Provide technical support to production and maintenance groups in finding and resolving root cause issues.
• Monitor and maintain integrity of various networks used for communication and control.
• Maintain updated skills and education related to job functions through classes, publications, conferences, or other sources as appropriate.
• Program Allen Bradley PLC5, SLC500, RLogix, Wonderware, and Panelmates.
• Trouble- shoot VFD’s, motor starters, pneumatic solenoids and analog transmitters such as temperature sensors, level sensors, and flow meters.
• Performs any and all duties as directed by Supervision.

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.
• Report food safety problems to personnel with authority to initiate action.
• The monitoring of incoming services
• Maintaining the calibration program
• Maintaining the Preventative Maintenance Program

Minimum Qualifications

• Aware of all safety procedures.
• Has full understanding of PLCs.
• Has experience in electrical maintenance.
• Aware of and wears all personal protective equipment.
• Follows GMP and PMO regulations and guidelines.
• Can properly fill out all required documentation.
• Has a complete understanding of the schedule.
• Must be capable of adding, subtracting, multiplying and dividing.

Physical Demands

The physical demands listed below are representative of those that must be met by an employee to successfully perform the essential functions of his job.

• Regularly required to talk or hear.
• Regularly required to stand and walk and bend.
• Regularly required to climb stairs.
• Regularly required to use hands and fingers.
• Regularly required to lift and carry 60 pounds.
• Regularly required to read small print.
• Regularly required to communicate effectively.

Work Environment

The work environment characteristics listed below represent conditions one would routinely encounter while performing the duties of this job function.

• Moving machinery parts.
• High noise levels.
• Wet and humid conditions.
• Burn hazard from high temperature processing equipment.
• Fluctuations in ambient temperature.

Conditions of Employment

• Must follow Company Safety Policies as outlined in the Company Safety Policies.
• Adhere to the Company Attendance Policy.
• Will complete tasks assigned by the Production Manager or Supervisor.
• Must be willing and able to work overtime when needed.
• Must be willing and able to work weekends or holidays as needed.
• Must proactively direct value-added work under slack conditions.
• Must be a team player.
• Must possess a full understanding and be in full compliance of all company policies and procedures including, but not limited to general safety rules, general work rules, good manufacturing practices (GMP’s), harassment policy, drug and alcohol policy, etc.

Workplace safety is vitally important to our company-not only at our company but we also view it as an important aspect of the lives of each and every employee, the communities we work in as well as our customers. While at work, our employees are responsible for understanding and following all safety rules and procedures for their job assignment. HP Hood offers regular training and ongoing reinforcement so that safety becomes a daily conversation with all employees. Likewise food safety is a key performance indicator for our company. Understanding this, Good Management Practices (GMPs) and housekeeping procedures are to be followed as part of any job at HP Hood. There is no production goal, no competitive advantage, nor any cost-effective measure that is worth risking your own personal safety.

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)