Driving Change in HR: Kailey Brownfield's Impact at Sofo Foods in the Trucking Industry

In this episode, Lindsey introduces Kailey Brownfield, a recent graduate of Bowling Green State University and HR Generalist at Sofo Foods. 

Kaylee shares her journey from academia to the trucking industry, highlighting her internships at Honda and ES Wagner, which she secured through job fairs and platforms like Handshake and LinkedIn.

In her current role at Sofo Foods, Kailey collaborates with a five-member HR team, focusing on staffing for non-CDL drivers and managing an on-site CDL training program. She leverages her fresh perspective on technology and workplace innovation to drive positive change. The conversation also delves into the complexities of operating across multiple states and the challenges posed by varying drug screening policies.

With aspirations to become an HR Director within the next decade, Kailey encourages Gen Z to step outside their comfort zones and embraces diverse opportunities. She also advocates for empathetic leadership practices as a means of better engaging younger employees.

http://www.Sofofoods.com

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Transcript

Hey, this is Lindsey with NGT Talks, and we want to thank our members who make this happen. We could not do our podcast without you. So we want to give a specific thank you to Advanced Training Systems, an amazing partner of ours that is a founding member. So thank you to Advanced Training Systems. And also we want to thank C.H. Robinson and the Trucking Cares foundation who helps support our foundation. So today I have an exciting guest on our show, and I am thrilled because we are going to start a focus on interviewing Gen Zers and specifically Gen Zers who are employed in the trucking industry and hear all about their story. So today I have Kaylee on our show. Welcome to the show, Kaylee. 

Hi. Thank you for having me. 

And I want to hear it's all about you. Like, tell us where you're from and kind of your background. Okay. 

So I was born and raised in Ohio, more specifically, a very small town outside of the Toledo area, Swanton. So I've been there my entire life. So I graduated from high school in 2021 and then went straight to college at Bowling Green State University, where I majored in psychology, but got a minor in business. When I started college, I wasn't really sure exactly what I wanted to do, as many high schoolers don't. I knew I wanted to work with people, helping people. You know, I love and enjoy working with a team, whether that's a big team, small team, wherever it may be. So I knew I wanted to work with people, and that's a lot with psychology. But then I was like, I'm not sure if I want to go into the medical field or not. 

So I had to declare minor. And I heard that, you know, business isn't everything, which it really is, especially nowadays. So I minored in business. And then from there I started doing some internships to get my feet wet, kind of see exactly the field I wanted to go into. And that's where I landed in human resources. So I kind of put psychology with business to make human resources, and I started doing internships in 2023. More. 

So how did you find your internships? Did you get them through your college? 

Not necessarily. So how our college does it is a lot of the majors. So if I was a major in business, they'd have a little bit more influence on my internships in a. In a wider range, like a direction on how to get me there. But we do career fairs and things like that. So I just attended the business one because I was a minor, so I was allowed to. And that's kind of how I got into both my internships was I went there networking and then also just applying online. So, like, when you do see these people face to face, you can say, oh, yeah, I put an application online and they can kind of connect the two. I found that's where the best way to find an internship was. 

That's a great pointer. 

Yeah. So, yeah, I got my first one at Honda, So very big corporation. I was very nervous going into that one, but I knew a lot of people who worked with Honda. Very great company, obviously in the automotive realm. So I actually moved last summer of 23 to Marysville, so right outside of the Columbus area. I had never lived outside of my hometown, my family. So this was a very big change for me. But honestly, it was the best adventure of my life. I learned how to live alone. I learned how to be away from home and still. Still, you know, kind of keep those connections at home, but also be able to build a home away from home, if that makes sense. So I remember, you know, first week, horrible, scary, nervous, but. 

And then by the end of my entire experience, I remember telling my family that was the best thing I've ever done, was getting out of my comfort zone, trying something like I was in plant hr. You know, that's not an easy spot space to be in. I worked on the production floor. So the plant I worked in was actually in East Liberty, so it's called East Liberty plant. And we made CRVs there. So production line was right on the floor. You know, they're making the cars from start to finish there, and I'm sitting right there with them, just behind a glass window on my computer, doing HR stuff. So I was, you know, seeing first shift, second shift, third shift, all of the facilities, kind of how they ran things. 

And then also got to see how a global company runs things because, you know, Honda's a global company. It's not just in Ohio or not just in the US it's everywhere. So that was very cool experience to get my feet wet. Definitely weird being my first one because it's so big, but that one taught me probably the most just about myself, what I could handle, what I was into, things like that. So I finished that one in August and came back to school for my last semester of college. So I was a senior at this point. And then I knew I wanted to do one more internship because I had a lot of online courses, as most seniors do. You're able to get a lot more flexibility in your last year. 

So I decided I want to work while I'm in school and an internship is the best way to, you know, make money and also learn at the same time, gain experience as well. So that's when I started applying again for fall internships. And I actually landed one with a construction company in the Toledo area. It's a local company called ES Wagner. So a little bit different from Honda. It's a family owned small scale company. So I pretty much knew everyone who works there as Honda, you only know who's right next to you pretty much. So at ES Wagner that's where I actually got into a little bit more of the logistics realm, a little bit more of dot. Kind of just the manual labor aspect. Yeah, there was that at Honda. 

But here at ES Wagner, because it was so small, I was able to really understand and really learn, especially with interviewing people in the construction facilities. So whether that's somebody who's going to drive a dump truck, an excavator, any of those vehicles, or just somebody who's going to be a construction labor, someone who's just on the ground, boots on the ground, you know, whatever is asked of them. So that's kind of where I got my taste of. Well, what is dot? We worked a lot with DOT and because were actually contracted to build bridges. So it was, you know, were really all these different compliance things we had to follow. So that's where I got a lot of my logistics background before graduating. So I graduated then in December of 23 from Bowling Green. 

And then right from there I started doing all my interviews and everything. Actually started interviewing before I graduated all these companies again, it was job fairs. That's what really got me into everything. Yeah, that's where I got the root of all my interviews. I think I did like six interviews you know, my last semester. So I definitely recommend job fairs. And then I use handshake, which is what a lot of colleges use nowadays for recruitment. And then I also applied on LinkedIn. LinkedIn was probably the easiest way for me to get connected with my current employer now. So I interviewed with them. I think I did two interviews with Sofo Foods, which is where I'm at now. And we are a food distributor for the mainly Ohio Toledo area. But we have facilities in Texas and Georgia. 

So we are pretty much countrywide. We deliver to many states. So I landed that job the same week I graduated. So I, you know, I walked across that stage, got my diploma and then started here that following Monday. So I've been here since December 11th, so almost a year now. And I. Congratulations. I know, thank you. I'm excited. So I'm actually an HR generalist here. I work on a small team of about five of us and we actually work hand in hand with our safety department. So I have, yeah, I'm a helping hand with our safety team. So I've been able to really learn a lot more about everything, honestly, from. 

A whole world of safety. Right. Did you even know safety existed before? 

No. I mean, going all my assumption was, oh, safety as in, you know, first aid. That's really it. No, there's a lot more. You got workers compensation, you got just, I mean like I mentioned earlier, dot, that's a whole separate part of our safety category. Like, and just even with food as well, you have the fda, you have all these compliance things you have to follow for safety. So that's definitely somewhere I know I'm growing and never going to stop growing because safety is just a deep hole within itself. You know, it's. It's never ending, honestly. But primarily here in my position, I do a little bit of everything. But my group that I specialize in is our non CDL drivers and then I do a lot of our warehouse staffing. 

So when I say non CDL drivers, we do a on site trucking program where we will hire individuals who just have their normal driver's license. Most of our candidates come from places like UPS, FedEx, Amazon drive in vans or box trucks. And then we'll take them and we will put them through the CDLA training to get their license and we pay for it. We do all of that in house. We have a trainer who's dedicated for the classroom and on the road and everything like that. So I have, I really see it start to finish with our non cdls from when they come through the door, when they go into classroom and then when they actually start as a delivery driver. So that is coolest thing, part of my position here. 

I actually just had a family friend start the program and it was really cool to actually get feedback from him. Yeah. Said it was the best decision he's ever made for himself. And it was really rewarding to hear that because I don't think a lot of people understand the trucking industry, logistics, anything like that and how much there is to offer. And for him it really, it changed his life and he's excited and he's actually in our classroom right now, so he'll be getting his class A probably by the end of November. 

Wow. Is he younger? Older? 

He is a little bit older than me. I'd say he's four years. Four to five years older than me. 

Okay, so his mid-20s. And he decided, hey, I would like this opportunity. And being a. He's going to be making deliver food deliveries. It's great money, right? 

Yeah. 

That's wonderful. I just love to hear that. So tell me, you did a lot of internship. You did several internships, which I think is amazing. And you found those internships through college fairs. Does your college have a job board as well for internships? 

Yeah, but not a lot of people utilized it. I know I didn't because of all the other sites that were out there, Handshake is the biggest one that is kind of transitioning from job boards. You just use that website and all colleges are on there, so gotcha. 

And then. But most of your, like all the college students went to the job fairs. 

Yes, yes. 

And I love your strategy. So you really kind of did some research. You found out some of the companies there and thought, did you know some of the jobs that they were hiring for or did you just research the companies in general? 

So I researched the companies in general because I knew I wanted to try HR and majority. Pretty much all companies have some type of HR position or anything like that. So I knew kind of going in what companies, I heard good things about some that were close to home, maybe some that were offering hybrid, just different opportunities. And then from there I kind of just straight up asked them, you got any HR openings? Any internships that you're looking to fill? Because like I said, everyone has hr. So that's where I kind of started out was the research portion. And then just putting myself out there and asking, hey, this is what I'm interested in. Can you do that for me? Do you have that? 

And then I'd kind of go from there, you know, carry on the conversation if they did have something to offer me. 

And you said you have a LinkedIn profile and you researched on LinkedIn. Did you create your LinkedIn profile while you were in college? 

Yes, I did create mine in college. My boyfriend and my friend are business majors and that's something they actually had to do for one of their classes, was revamp their LinkedIn. So I kind of was like inspired by them. And I was like, oh, hey, help me. That's going to get me a job. 

Yeah. 

Oh yeah. Oh yeah, it does help. And I'm like, now that I'm an HR and I see it from the other way, I'm like, yes, having a LinkedIn profile is so important, especially now with social media and technology taking over. I think LinkedIn is really the best way to put yourself out there regardless. 

Yeah, absolutely. I completely agree with that. And when you are looking at people's resumes, do you always look at different social media? 

Actually, no, I. A lot of, a lot of the resumes I see because I work, you know, in the Toledo area, a lot of hourly employees. The only hourly employees I don't hire, you know, the non CDLs, they're not hourly. So when I'm dealing with my hourly employees, it's very hard to even get a resume sometimes. That's something I'm really noticing. And when you do get a resume, they give you maybe the least amount of information about their personal side, so you don't really ever get to see that connect. I would say the only time we're really seeing those social media platforms is for the more professional positions, the executive management positions. Those are the ones I think I've really seen the most that even we would look into. 

Yeah, yeah. So what made you. So you've been doing this a year almost. And what do you like about your job? What do you like about the industry and the trucking jobs that you hire for? 

I would say the thing I like the most is I came into this position with zero knowledge of distribution, logistics, trucking. I had some for my internships. But when I mean knowledge, I mean, I didn't know the process of anything. I didn't know how you hire drivers or how you even retain drivers. And that's actually been the hardest part, you know, the retention, the really the engagement portion of everything. And my favorite part is I do work on a small team so I have that flexibility to take on more, to learn more from other people. And we also have different locations, so being able to communicate with our different locations, you know, assess their needs. Because driving positions in our other locations are different from what they are in Ohio. Ohio is where we have majority of our drivers. 

We have about 75 Class A drivers. And then our smaller facilities have a little bit less. And sometimes they don't even hire classes, just Class Bs, Class Cs, van drivers, things like that. So I would say the things that stood out to me the most were the things I didn't know. So just, you know, the compliance portion. We have a DOT specialist here who actually does all of our driver files. So that's like the most important thing from a recruitment standpoint is retaining a driver File. And that's going to be your drug screens, your background checks, your physicals, all the things that the government requires drivers to have on file every single year. That's been the biggest learning curve for me because it's kind of a lot. 

And you don't expect, you're just like, okay, they can do the job, they're good, they pass a drug screen. But no, you have all these other hoops you kind of have to go through. And it's not a company policy, you know, it's the government, so. 

Right, right, absolutely. What do you like about the trucking industry and food distribution? 

I think I like the most that we are a very pivotal part in such simple things in life. So we deliver to local mom and pop restaurants primarily, but we have a few big chains like jets, pizza, things like that. And the thing I think I like the most is that there is always going to be stability in the trucking business because those restaurants can't operate without our truck drivers delivering our products to them. So, for example, I've learned we don't close on holidays. You know why? Because, because not all restaurants are closed on holidays and they need food to operate. So here we are loading trucks and sending trucks out on Christmas Day, New Year's Day, all those holidays, because restaurants still need food to operate and we are their prime source of that. 

So that would probably say is the best thing or the thing I like the most is it's so job security and stable. Like you can't do anything in the, especially in this day and age without the middleman, which is logistics, trucking, distribution, all of that. 

Absolutely. And your experience, you worked for a big corporation, family owned. What do you see as the differences and what kind of attracts you to, you know, which do you like the best or what's attractive to each one. 

So definitely super different scale wise. Family owned tends to be a smaller business. You have your corporations, Fortune 500s. They're pretty big. I would say the prime, the primary difference is the depth of it, you know, how deeply rooted the company is. So I noticed with corporations it's super hard to get to that root. The depth of, you know, what makes this company great, what makes the people great. Well, you can't really answer that question when you don't know at least 500 of the employees there. You know, they were global. Honda, for example, you know, they were all over. I never, I didn't even know the sales team. I didn't know our trucking team. I didn't know anybody. I just knew my six people at my plant HR desk. And that was just one plant. 

And I also just noticed it's not a name by name basis. It's really about the numbers at these big corporations. A lot of the times I see it's just we got 300 people here, not who are those 300 people. And then I see here at Sofos, I mean I just, at this facility alone, it's about 300 people, which still sounds like a lot. But in comparison I feel like I know majority of the employees by name, what they do. And that's not just because I'm in hr, it's because you see everybody, everyone's a part of it. And then also the family owned, those smaller companies, you really see what goes into it and how each team operates a part of the other. So I'm an hr, I hire someone, that someone, let's say, is in sales. 

They're going to sell the product to our customer. Okay. So now our warehouse individuals have to pack those orders, prep them, load them onto the trucks. Well, now our delivery drivers are going to go deliver those products to our customers. So if we don't have sales, well, the whole thing falls apart. If we don't have warehouse falls apart as well. And same thing with trucking, even HR safety. It's really knowing that each team makes the family, you can't do it without the other. That is the best thing about those family owned companies. I know who's in my sales department, I know who's in my safety, I know who's in my traffic department, my warehouse. And I know that their job influences mine just as much as I influence theirs. 

Yeah, absolutely. And as a younger employee for SOFO Foods, how do you feel like you're able to influence and really help, you know, bring up the next generation for your workforce? 

Yeah. So especially here at Sophos, it's a company that's been around for a while. It's, we're built on loyalty, family, like I said. So a lot of the people here have been here for 10, 20, 30, even 40 years now and are still working. So when you have someone like me who comes in, I came in at 20 years old, you know, everyone was like, whoa, what is she doing here? She's hiring me. Like I would hire people twice my age and you know, maybe they wouldn't take me so seriously. But I realized here it's this younger generation, my generation. There is so many just assumptions. You know, everyone says we don't want to work. They don't. They're lazy. They. All they care about is their phones. And I've kind of been told that I'm the spitting image of the opposite. 

So when I came in here, I kind of broke down those walls of, oh, that younger generation doesn't want to do anything but sit at home. They're lazy. You know, I felt like when I came in here, I was able to bring a whole new perspective. Such as, you know, technology is definitely something that my generation upholds, relies on, but it also is what the world runs on now. So having somebody like me who's younger come in and be like, we are not doing paper and pen anymore. We got to transfer. We got to get. Keep with the times. We got to move with the times. Because ultimately, the more we progress, the more likely we're going to be able to bring in good people. 

Exactly. 

Our company. If we're. If we're still back stuck in 20 years ago, which sometimes I came here and I was like, whoa, I've never even used that machine before, you know, And I'm. I'm seeing it now. I'm like, oh, no, we need this and that. Because this is the technology portion is something that a lot of people don't want to push for, are just really reluctant to, you know, make those changes. But. And then it's like, in the end, you realize, wow, this helped so much. It literally automates so much manual labor that we have right now, and it just makes a lot of things easier. So I would say my team, they always call me, you know, just the little tech nerd. Even though I'm not. I just. It's just my everyday life, you know? 

Yeah, you were born with it. Yeah, yeah. 

I'm like, I'm not an is. I'm not an it. I don't know any of the hardware stuff, but, yeah, I'll help you out. And I think it's more of like the innovation side. My team has always said, wow, never would have thought it that way. That is so much easier. And that's something I feel like I've been able to bring to my team was, oh, wait, that really challenges how I've done things for 20 years now. That's pretty smart. 

That's awesome. I love that. So having a younger person on the team really helps shift to different ideas and brings in a new perspective 100%. And I just. I think we all need that. That's for all of us. This Being your first job, minus internships, is there anything that surprised you or was unexpected or were you just like, hey, this is great, and I'm happy to be in the workforce as opposed to being in school. 

I mean, I love it. Way better than school, obviously. But some things that did surprise me are more of just along the lines of those little things you don't really think about. I actually have been going through a learning curve right now where it's understanding your audience, and it's really getting to know when to kind of step away from maybe your pride in a way, to see it someone else's side. So, like I said, we have different teams here, Many different generations, personalities, some family friends, some people who we just hired from a different company. You know, we're a big mixture here. And something I've started to learn is you got to see other people's point of views, and sometimes you have to. You have to put your issues aside and work together on things. 

Maybe, maybe you just want to be gung ho on like, no, I'm not doing it that way. That's not my opinion. But sometimes you have to compromise. And I feel like that's been the biggest adjustment for me, is understanding that everybody has a different opinion, and you kind of got to take the other point of views into consideration of your own before just ultimately assuming, no, I'm right, my way's right. That's been the most difficult part, for sure. 

Yeah. Yeah. Is there anything that's really surprised you in terms of your company's role in your community or, you know, that you're just like, oh, I didn't even realize this was going to be the scenario for what I'm doing. 

Yeah. So a funny thing about sofos is everybody who I've talked to who just comes in here and doesn't really know how we run, including myself. I thought SOFO Foods is just a retail store because we have a retail store located in the Toledo area. Just one. It's just this cute little store. Everyone grew up going there. So when I say, oh, I work at soos, they go, oh, yeah, the retail store. And I was like, no. But I was also the same way, because my dad, my mom all grew up in Toledo going to the store. So when they saw that I was interviewing, they're like, oh, my gosh, the retail store. 

So when I got here, I was a little bit confused because I was like, everyone talks about this store, and I don't see a store here because the store is not located where I'm at it's a completely different entity. So I didn't even know what SOFO Foods did besides their store. And that's what most people assume about us is that we're just a retail store. But no, we have cheese production, distribution in multiple areas. You know, we're way bigger than that. And that was probably the biggest surprise when I came here that weren't just a retail store. 

Yeah, so much more so, yeah, just a retail store. How do you like being in a family owned local environment and then also having locations, you know, a few locations across the United States? I mean, does that impact you? 

Oh, for sure. It definitely impacts me. When I first started we had no HR representatives down south, so it was me. I was trying to actually facilitate all the HR functions from Ohio to Georgia and Texas, which is very hard. The communication was not good. Everyone really just communicates through email. So when someone doesn't answer your email on something you need, you're kind of stuck at a stagnant point. And that was something I was running into and I actually had to set up in person interviews and things like that and orientations from up here for Georgia, which is very hard because I'm not there dealing with just benefit issues, anything like that. It's. It was very difficult. But then we hired somebody. So we have someone down south now and now that he's there, we have our home spot here. 

All of our, my team's here and then we have him there. So he's kind of like our satellite HR rep. Again, it's that communication. It's definitely something you've gotta understand that every facility is kind of does their own thing. They have different management down there. And I guess something I've learned that was very surprising was Georgia I guess is just so much different than Ohio. They are more like a transient state. A lot of people go there to live for a little bit and then leave. You know, it's a moving in and out state. So I guess the recruitment process, it's a lot difficult down there. You don't have people who want to stay very long. They just come and go. Another thing I noticed was, you know, compensation down there is different too. 

You know, cost of living down south is a little bit more than it is up here in Ohio. So you gotta balance those wages between the two. So what we pay in Ohio might not be the same as we pay in Georgia. 

Right. 

For certain positions. And that's something that I was like, whoa. I didn't, I just thought everyone was the Same like that was something I was like, that's difficult. Like understanding the way they do things, the way they operate is not going to be the same as what we do up in Ohio. And even like state law is different. I mean there's with everything in the world right now especially it was something that was big for us was with drug screening processes, you know, legalization of marijuana down south. It was a little bit different than up here in Ohio. And we saw a lot more difficulties with employing people, especially drivers, because of the drugs and the legalization of marijuana. 

That was definitely a struggle that we found in Georgia was a lot of individuals not being able to pass initial drug screens. And because we are still, you know, a drug free workplace, because we, you know, safety compliance, we operate equipment, obviously truck drivers, dot drug screens. That would be something that also was a learning curve for all of us and having to navigate through the differences, just even culturally differences, you know, from down there. 

So I just feel like you've learned so much and you've only been there a year. If I was talking with you and I didn't know, I would think you've been there for five years. It's amazing. I just love it. Where do you see yourself in three years? Five years, 10 years? 

Yeah. So definitely in the starting point of my career, especially in my field in HR primarily, hopefully my goal is so three years, just keep moving up kind of. HR is not a ladder effect, but it can be depending on where you're at. So ultimately the goal is within 10 years. I want to be director of HR at a company, you know, whether it's this company or a different one, hopefully a family owned, smaller corporation ideally, but definitely want to be a director of hr. I want to, you know, have more, I want to have a team to rely on too below me that I can, you know, share my knowledge in the future. Because that's been the best thing for me was having people above me to learn from. And I want to ultimately do the same in my future. 

I think it's really interesting. Your major was psychology with a business minor. And it fits. 

It does. Everyone says that. They go, oh, I never thought of that. And I said, me either. And then I did it. And now a lot of my friends are actually following the same path. They're in psychology. So a lot of them I had in psych classes and they're like, what did you do with your degree? Because not a lot of people know what to do. You're either going to medical field or you're kind of just in a standstill. And I said, well I did HR Wait, that kind of makes sense. And I know a few of my friends are doing the exact same thing. So it's kind of like I, I started. Yeah. And then they just started doing it and now I'm like, it does make sense. It really does. 

Okay, so you know two ways of thinking. You're talking to a gen zer and maybe they're in college and they're not sure what they want to do or just any piece of advice for a younger person that's getting ready to start their career. What would that be? 

That would definitely be to just do, get out there and do something you wouldn't think you'd ever do. Something you're scared of doing. For me, like I said, it was moving two and a half hours away from home and doing an internship by myself with no one there. That was my big thing and that's where that got me to where I am. It helped me learn independence, confidence, all those things. So the best piece of advice is just try to get out of your comfort zone. Whether that's just super small, whether or super big. Any step is going to help you develop more and definitely get those internships paid, non paid apprenticeships, anything, job shadowing, anything you can do to get your foot in the door, small or big, it's going to pay off. 

I love that. Okay, now you're a gen zer and you're talking to a company out there. What do you say to them about hiring Gen Z? Managing Gen Z. What would you, what's your advice to them? 

My advice would definitely be to lead with empathy and care. I've noticed that a lot, especially in myself. We, Gen Z, we like to feel acknowledged, supported, appreciated. That is the number one thing I see companies lacking in is that appreciative standpoint, you know, give back to your employees, show that you care. Because that's the ultimate way to engage and retain employees. Is that, that point of caring and showing them that, you know, oh, we see you and we appreciate you. Yeah. 

You're important. 

Yes. You're important. You're not just a number, you know. 

Right. 

Yes. 

You're a part of our team and we need you and we want you. 

Yes. 

It has been awesome talking to you today, Kayleigh. I'm just so excited for you and your role and what you're doing at Sofo Foods. They are so lucky to have you. I know you're learning a lot, and it's gonn catapult your career, and I see great things for you and your future. 

Thank you so much. I appreciate it. This has been so fun. I loved this. Yes. 

It's been great having you on our show, and I'm excited to start having more gen zers on our show to really learn from them and who they are and what they appreciate and what they want to do and what they find appealing about the trucking industry. So you've been awesome to have on our show. So thank you. 

Thank you. Yeah. 

And hopefully we'll see you sometime in real life in Toledo. 

Yes. All right. I look forward to it.