In this YouTube hiring video, host Justin Henderson interviews Bev Stark, the dual‑role Accounting & HR Supervisor, and Stephanie Garrett, the plant controller, to describe an open HR Manager position at Nucor Steel’s Sedalia plant. Bev shares her journey as the first hire at the South Sedalia site, her progression from accountant to supervisor, and the importance of a new manager who prioritizes team success over technical expertise alone. Stephanie outlines her 18‑year tenure, the plant’s operational context, and the community surrounding Sedalia. Together they detail the current HR team (a single, three‑year‑tenured employee named Maddy), the plant’s size (~200 employees), the need for a manager who will engage both office and shop floor, and the lifestyle benefits of living in a small‑town environment with easy access to larger cities and recreational areas. The conversation emphasizes Nucor’s culture of personal connection, mentorship, and the “New Course” values, positioning the role as a pivotal “third musketeer” to support and grow the finance and HR functions.
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The train is absolutely running well. They are both great teams. I'm getting emotional.
I'm Stephanie Garrett. I'm the controller here at Nucor Steel Sedalia. Next week is my 18th anniversary with Nucor, and this is my 3rd location that I've worked at. My whole background is in accounting. I worked at a division called Nucor Yamato that makes beams, and then I went to a Volcraft division in Nebraska. And then I came here when it was construction in 2018. And one of our very first hires that was not a transfer was Bev.
I'm Bev Stark, and I was the first hire at Nucor South Sedalia. I started as an accountant, later became supervisor. Now I am doing dual roles of accounting and HR supervisor.
And that's what got us on this moment, right? You've grown the finance team, you've grown, uh, the organization to a point where you're wearing 2 hats.
Yes.
We're kind of talking about 2 positions but one human.
Yep. So we've been working together for 8 years. I did go work in the mill for a little while, but the whole time Bev and I have worked together. And over the course of having this combined and now splitting it back up, the right fit is really important. Bev and I like to cut up together. We like to, you know, we We can sit and discuss a lot of things together.
Or is it pretty much the, hey, the train's running well, it's just we need 2 separate conductors because it's 2 tracks?
No, it's very important to me that the person that comes in knows that the number one job of a supervisor is to make the team successful. So it needs to be someone that comes in, they don't just need to know the discipline of accounting or HR,
The majority of the team in finance has been with us since the beginning. There's a couple that have changed out over time. And so that's one of the reasons that Bev gets emotional about it is she's had a hand in the development of every person on this team. And so it's kind of like giving your children over to somebody a little bit.
If this person happens to be the right person for the HR manager role, what does that team look like? Is it young? Is it new? Is it one person?
Currently right now it is just one person, one teammate's been here a couple years. Maddy has been with us for going on 3 years now. She is still fairly new. She worked at Sonic before she worked at Nucor, so she is still growing and developing in the HR field herself. She is very good at all the tasks that need to be completed for payroll and HR. So yes, she would definitely be someone that someone coming in could be able to count on. To help with training.
How big's the plant? How many people are there?
It's 200 is what we say. We're always a little above or a little below depending on transfers in, transfers out. But we, we say 200.
As a finance or an HR person, is this straight sitting in the corporate wing of the plant working, or are you interfacing with the plant?
Better to go out and meet and deal with the people on the floor. Important part of New Course culture to meet the team where they're at. While the accounting department doesn't have as much interaction as the HR department, it's still very important to build relationships within New Course of Value, regardless of if it's other people that are here in the office or if it is our production friends. Well, since, like Stephanie mentioned earlier, since it's Close to Whiteman Air Force Base. I think that's something that would be valuable to mention.
I mean, transitioning out if you're training there and you don't want to relocate, it's great.
Sedalia seems to be a growing community. Yeah, we just got a Chick-fil-A.
We just got a Chick-fil-A. Yeah, the town of Sedalia is about 25,000 people. It's about an hour from Columbia, Missouri, which has Mizzou, um, and then it's about an hour from Kansas City. So you've got closeness to get to about anything you are interested in doing, but still the small town feel.
If the spouse works in Kansas City, they could commute, find somewhere in between.
We have teammates that do that. Our radius is about 50 miles in every direction, so we've got people coming from every direction. Um, Lake of the Ozarks is about an hour away. We do have a few people that live closer to that in the Warsaw area. But there's, there's a lot of activity that you can find within an hour's drive.
Yeah.
You know, again, because for this, it's so important that you two are seeing that they understand that they're kind of that third musketeer coming in.
Yeah, absolutely. So finding a person that can lift some of that load off of Bev and fit in well with us is really important.
And if they feel that connection with you and this is the type of role to work for, Apply and let's make it happen.
