PURPOSE:
The HR Manager - Retail is a business partner to retail leadership responsible for leading, implementing and executing the organization’s HR strategy, key projects, and initiatives for a set of retail stores in a specific district. Reporting to the Director of HR- Retail, the HR Manager- Retail is responsible for the effective execution of human resources functions, such as leave management, accommodations, workforce planning, engagement, investigations, associate relations, labor relations, performance management and new associate orientation.
JOB RESPONSIBILITES:
HR Leadership
Executes the HR function for a district of up to 20 grocery and liquor stores, provides functional HR expertise, plans and executes on key projects. Responsible for leveraging best practices and creating a culture of collaboration within the district. Executes HR programs for the district. Ensures alignment with HR processes and programs. Collaborates with HR colleagues to share best practices and leverage successes across the company. Supports peer networks across the company. Leverages network for learning when encountering a new challenge. Manages personal development following changes to company, business and/or HR strategy. Participates in development of HR colleagues.Strategic Business Partnership
Builds effective working relationships with retail leaders. Balances store/group needs with HR guidelines when making decisions. Provides transparency into work. Leverages a deep understanding of business needs and participates in solving business problems within the stores through the talent lens. Provides coaching to leaders and individual contributors at Store Director level and below, with the goal of making others successful. Ensures that associate questions are promptly and courteously resolved. Participates and collaborates in department manager and staff meetings. Identifies HR and retail metrics tracked throughout the organization. Derives insights from metrics, reports insights to business leaders, and uses those insights to work to solve business problems and improve processes.Workforce Planning and Talent Management
Responsible for implementing the workforce and talent agenda, creating a compelling experience that attracts the right people in a competitive market and drives productivity, in partnership with Talent Acquisition. Forecasts current and future talent needs for the stores. Maintains and updates a succession plan for front line leadership and proactively identifies next generation leaders. Executes annual talent review process for the district. Advises leaders on effective onboarding strategies and plans to ensure successful assimilation of new hires. Delivers training programs.Engagement & Associate Relations
Responsible for being a steward of the company culture. Assesses and monitors associate engagement on a proactive, ongoing basis. Implements associate engagement surveys and action plans. Identifies trends and works to systematically address disengagement issues. Addresses associate concerns at local level, conducts investigations and facilitates problem resolution. Provides leaders and associates with coaching and resources to help them resolve and prevent interpersonal and team conflicts and adapt to different associate and leadership styles. Drives change management among leaders to ensure strategic changes that impact associates are rolled out in an engaging, well communicated, and reinforced way.Execution of HR Function and Programs
Implements HR initiatives and programs in new ways to adapt to changing associate and business needs. Seeks feedback from business leaders and associates on how HR could improve implementation of HR programs. Completes reports and information requests accurately and timely. Responsible for executing core annual programs, such as performance objectives and goal setting, performance evaluations, compensation planning, talent assessment, succession planning, wellness, annual enrollment, etc. Responsible for executing local programs for areas such as talent development, engagement, recognition, training, wellness, and labor relations. Responsible for HR compliance activities within the stores, requires thorough knowledge of HR policies and procedures as well as federal and state/province laws. Responsible for ensuring that human resources functions, including recordkeeping, talent development, promotions, terminations, etc. are all conducted in accordance with Company procedures and applicable legal requirements. Responsible for implementation of Affirmative Action Plan and goals, as applicable. Performs other job duties as required. Car travel between store locations daily is required.JOB REQUIRMENTS:
Education/Certification
Bachelor’s degree in business or related field preferred. PHR/SPHR/SHRM-CP/SHRM-SCP/CHRL/CPH certification preferred.Experience:
3+ years HR experience required.Knowledge:
Human Resources techniques in the areas of talent, engagement, and workforce planning. Federal, state/province and local employment laws. Knowledge of talent acquisition techniques, including recruitment, interviewing skills, and selection. Understanding of compensation and benefit policies and programs, employee relations practices.Skills/Abilities:
Basic excel skills required. Strong computer skills required (MS Office). Ability to act with integrity, professionalism, and confidentiality. Excellent communications skills, written and verbal. Strong analytical skills. Supervisory skills. Drives for performance. Effective project management skills. Strong business acumen. Relationship building skills. Strong problem-solving skills. Demonstrated change management skills.PHYSICAL ENVIORNMENT/DEMANDS:
Travel is required throughout the district daily. Most work is performed in a temperature-controlled office environment. Incumbent may sit for long periods of time at desk or computer terminal. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. Incumbent may use calculators, keyboards, telephone, and other office equipment during normal workday. Stooping, bending, twisting, and reaching may be required in completion of job duties. Ability to lift to 20 pounds and to stand, walk, bend, stoop, twist and turn frequently. Ability to do repetitious arm, wrist and hand movements required for working in an office environment including typing. May require production floor presence which requires following all food safety requirements.All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity or expression, national origin, disability, or protected veteran status. UNFI is an Equal Opportunity employer committed to creating an inclusive and respectful environment for all. - M/F/Veteran/Disability. VEVRAA Federal Contractor.
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Company: SUPERVALU Inc ApplyCompensation:
UNFI anticipates paying the above-referenced pay rate (or within the above-referenced pay range) for this position. Actual Pay, where applicable, will depend on a number of factors, including, but not limited to, education, experience, training, and any requirements under applicable collective bargaining agreements. UNFI is committed to transparency in pay in compliance with applicable state and local laws.
Benefits:
For Washington positions (or positions that may be performed remotely from Washington), Click HERE for Washington-specific paid time off details.
Candidates hired into this position will also be eligible to participate in the following benefits programs: Paid Time Off; Sick Time; paid holidays and parental leave; 401K Program; medical, dental, vision, life, and accidental death/dismemberment insurance; short-term and long-term disability insurance program, Flexible Spending Account and/or Health Savings Account, subject to meeting the eligibility requirements and the terms and conditions of these programs, and subject to any requirements under applicable collective bargaining agreements.
Sales Positions Only: For sales positions that are commission-based, the above range is an estimate of total potential commission-based compensation during an associate’s first year, but UNFI offers an introductory period minimum of $680 per week. After the introductory period, as a 100% commission-based role, there is no set salary. UNFI’s commission plans are uncapped and average earnings vary depending on territory and sales achieved, among other factors.
UNFI’s compensation, benefits, and paid time off policies are subject to change in the Company’s sole discretion, consistent with applicable law. This job posting should not be construed as an offer of employment with certain terms, nor should it be construed as a guaranteed minimum.
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