OneMain Financial Jobs

PERIOD OF INTENDED EMPLOYMENT IS 05/09/2026 TO 01/31/2027.

MINIMUM OF 1 MONTH EXPERIENCE W/ ALL JOB DUTIES LISTED BELOW

Applicants can call 307-254-1228 9:00 am - 3:00 pm (Monday- Friday) for an application and/or interview. At that time, the employer will apprise applicants of qualifications, answer questions, assist in setting up an interview or conduct an interview via phone.

This is a Skill Level I position (entry level), and the job requires at least one month of ranch/farm experience detailed in the job description. The lifting requirement for this position is 60 pounds. The majority of the work activities during the overall contract period will be related to general farm work, irrigation and assisting with seasonal livestock duties on a yearling cattle operation. Workers will be required to: Operate and maintain agricultural equipment and vehicles in a safe and efficient manner, including tractors, trucks, irrigation systems, and field machinery for planting, cultivating, weeding, and harvesting. Perform routine equipment inspections, servicing, fueling, and basic repairs. Maintain a valid driver's license and meet insurability requirements. Perform chemical application tasks, including loading, mixing, and applying fertilizers, herbicides, and pesticides using appropriate equipment and safety procedures. Install, operate, monitor, or repair multiple irrigation systems, including hand lines, wheel lines, pivots, and flood irrigation (plastic canvas dams, furrows, and siphon tubes). Perform physical tasks such as moving pipe, setting up and adjusting systems, clearing ditches, repairing sprinkler components, and maintaining water flow efficiency. Support field and facility maintenance by, mowing, spraying, removing debris, maintaining buildings and fences, and completing general farm repairs. Assist with the planting, cultivating, harvesting and transport of crops, equipment, and supplies as needed. Provide livestock care on a yearling cattle operation, including monitoring animal health, identifying illness or injury, administering medications and vaccines, and supporting feeding and watering operations. Assist with herding, maintaining fencing (including electric fence systems), and processing cattle using standard handling equipment. 

The company may discipline and/ or terminate a worker for lawful job-related reasons. The following are examples of unacceptable conduct. This is not an exclusive list. The company will respond to violations of these rules and any improper conduct based on the seriousness of the offense. There is no guarantee of progressive discipline -- some conduct will result in termination on the first offense. Discipline and termination is in the company's sole discretion. •Failure or refusal to carry out job assignments and management requests. •Falsification of any work, personnel, or other company records, including entering false information into the time clock or clocking in/ out for another person. •Dishonesty, including unauthorized taking of company equipment, property or funds. •Discrimination against or harassment of co-workers in retaliation against co-workers who complain about discrimination or harassment. •Possession, use, sale or being under the influence of alcohol or illegal drugs during work hours or on company property. "Illegal drugs" includes all substances scheduled under the federal Controlled Substances Act (including marijuana) and including prescription drugs taken without or contrary to a prescription. Workers may not use or possess alcohol or illegal drugs during work time or during any workday before work is completed for the day (e.g., during meals). Workers may not report for work under the influence alcohol or illegal drugs. •Employer may terminate workers for excessive alcohol use or drunk/disorderly conduct in housing after hours. Workers may not use, possess, sell, or manufacture illegal drugs on any employer premises, including housing. •Worke s must be present, able, and willing to perform every scheduled workday at the scheduled time unless excused by employer. Employer does not permit excessive absences and/or tardiness or failure to call in when absent or late for work. •Bringing weapons onto company property. •Deliberate damage to company property or property belonging to another employee. •Verbal abuse, fighting or threatening another employee. •Violating safety rules or misuse of equipment. •Violation of any other company policy. 

Workers who are consistently unable to perform their duties in a timely and proficient manner consistent with applicable industry standards for all workers, considering all factors, will be provided training in accordance with employer's progressive discipline standards, including verbal instruction, written warnings, time off, or other coaching or instruction to teach the employee to work more efficiently. If performance does not improve after coaching and several warnings, the employee may be terminated. These standards are not linked to any specific productivity measure. Paychecks Paychecks are issued biweekly. Workers are responsible for following employer's guidance on time keeping for payroll hours. It is forbidden to falsify time records, to clock in or out for another person or to ask someone to clock in or out on someone else's behalf. It is against company policy to pay cash; all pay is issued via company checks. Pay Stubs The employer will furnish to the worker on or before each payday a written statement showing the workers' total earnings, hourly rate, piece rate, hours of work offered, hours worked, itemization of deductions, units produced if paid piece rate, beginning and ending dates of pay period, employer's name, employer's address and employer's Federal Identification number in accordance with 20 CFR 655.122(k).

No Complete, No Rehire Policy Workers must notify the employer prior to voluntarily terminating their employment. All wages due will be forwarded to the last known address for workers that leave without providing notice. It is imperative that workers provide a complete and accurate address to the employer no later than the first day of employment. Employer has a no complete, no rehire policy. Termination for lawful job-related reasons before the specified ending date listed in this application will disqualify the employee from future employment opportunities with the employer. Workers who abandon their employment without notice during the period covered by this work agreement are terminated immediately and will be disqualified from future employment opportunities with this employer. Voluntary resignation before the specified ending date listed in this application may disqualify the employee from future employment opportunities with this employer. For workers who resign their employment voluntarily, the employer will consider and evaluate special circumstances and hardship on a case-by-case basis. Employees are required to notify appropriate supervisory staff prior to voluntarily terminating their employment to be considered and eligible for exemption to the no complete, no rehire policy.