Address
Form of workSoutheastern Grocers is committed to a culture of belonging and fostering an inclusive environment where we celebrate differences. As a great place to work, we empower everyone to be their full, authentic selves. Read our Belonging, Inclusion and Diversity Statement here.
Field HR Business Partner
Job Purpose
Job Purpose
This role will Attract, Develop, Motivate and Retain associates that are REAL and who own our Way of Being.This role directly supports District Managers and works with cross-functional HR resources to ensure that assigned store leaders receive world-class performance management, talent management, culture and engagement, and staffing and recruiting services. This position also interprets policies and procedures, executes special projects, and coaches leaders to make strong business decisions through their talent resources. Supports business leadership in implementation of daily operations and strategic initiatives. This position serves as the main point of contact for mid-level HR support for associates, managers and leaders within multiple business units across the organization.
Essential Responsibilities
Percent Of Responsibilities
Responsibility
% Of Time
Talent Management:
Ensures talent management strategies are implemented and teams receive the training they need, including leadership, communications, technical, and role-specific training; engage the training team for support and design/deliver training where necessary. Facilitates the talent management process to identify competencies, knowledge and talent gaps; works with leadership to identify specific programs necessary to fill gaps. Reviews rosters to ensure headcount and associated budget is managed while maintaining broad, district-wide view of talent needs. Ensures pay reviews, promotions and off-cycle pay increases are processed consistently, timely and efficiently. Coordinates efforts with HR Operations to ensure the HRIS is updated and accurate.
35%
Staffing:
Ensures talent acquisition strategies are implemented; supports recruitment and selection by participating in the interview process for key positions; and supports the on-boarding process by working with managers to ensure that they are on-boarding associates effectively. Supports diversity initiatives and programs designed to attract, retain and promote a diverse workforce. Analyzes data for trends and makes recommendations to ensure team culture attracts and retains top talent. Leverages field recruiters and engages with hiring team as necessary to best manage turnover.
15%
Performance Management:
Assists in the management of performance for assigned business areas; partners with managers to prepare performance documents including performance reviews, performance improvement plans, disciplinary actions and compensation reviews. Advises and supports management on basic associate issues and grievances; in more complex situations, engages the associate relations team to conduct, document and resolve workplace investigations. Advises and supports management on separations and works with legal to prepare separation documentation as necessary; oversees exit interview process.
15%
Associate Resource and Advocate:
Provides ongoing feedback to centers of excellence about the client experience with, and feedback on, the services delivered, and provides input on the continuous improvement of tools and services. Partners with legal compliance to ensure the company meets all federal and associated state and local regulations.
Advises business units on basic benefit and leave-of-absence-related questions and issues; engage the HR Services team to answer more complex questions; advises business units on requests for accommodation and engages legal and associate relations to guide the interactive process where necessary.
Assists District Manager and Store Leaders with HR administrative activities to maintain personnel records including job postings, job performance records, new hire paperwork, LOA management, employment status changes and employment separations in accordance with document retention polices. The nature of this work requires significant tactical support of assigned store leadership and attention to detail.
20%
Culture and Engagement:
Enhances organizational leadership capability by serving as a thought partner and coach for store and district leadership; recommends leadership activities to drive team communications and effectiveness; designs and supports team effectiveness activities that foster the desired company culture and associate engagement.
15%
Disclaimer
Performs other job-related duties as assigned.
Qualifications
Required Education
Required Education
Course of Study
Bachelor's Degree or 4 Yrs Relevant Experience
HR, Business Admin., Org. Development, or related field
Preferred Education
Preferred Education
Course of Study
Master's Degree
HR, Business Admin., Org. Development, or related field
Relevant Experience
Relevant Experience
Supervisory Experience
6 - 10 yrs minimum
No Supervisory Experience
Language Requirements
Language(s) Required
Language(s) Preferred
English
English, Spanish
Knowledge, Skills & Abilities Required
• Degree requirement may be substituted with progressive business or operations experience; preferably store and/or department management responsibility
• Proven collaboration, consulting and conflict management skills with an ability to gain consensus through personal influence
• Excellent written and verbal communication skills
• Ability to resolve disputes and maintain confidentiality as both a team member and a company advocate
• Ability to manage and direct multiple complex projects simultaneously to drive solutions that meet or surpass business expectations and deliver project milestones on-time and within budget
• Must have valid driver’s license, ability to drive, and good driving record
Knowledge, Skills & Abilities Preferred
• Professional in Human Resources certification (PHR or SHRM-CP)
• Experience with project management, HR systems and HR reporting
• Demonstrated understanding of business operations and a proven ability to work across multiple business functions
Environmental Factors
Department
Human Resources
Environmental Factors
Retail - Produce: Physical Demands: While performing the essential functions of this position, the employee is regularly required to stand or walk on various types of flooring, utilize manual dexterity, talk, see, hear, smell and perform repetitive movements with both hands and/or both feet. The employee is frequently required to reach at waist level or overhead, carry, push, or lift various loads up to the required weights listed. The employee is occasionally required to sit, balance, stoop, kneel, crouch and climb up to 10 ft. Working Conditions: While performing the essential functions of this position, the employee may be exposed to working in indoor, outdoor, cold, freezing, heated, and wet/humid working conditions. Safety Risk Factors: The employee is frequently required to twist back and/or neck, walk on a slippery or cluttered floor surface, work with hazardous equipment and be exposed to sharp objects. The employee is occasionally required to be exposed to loud noise, skin irritants, nuisance dust, fumes and sprays, hazardous cleaning solutions and other toxins. Overall Required Equipment: cleaning supplies and equipment, general office equipment, register, pricing gun, scales, scanner, various material handling equipment, such as racks, carts, pallet jacks, shopping carts Department Specific Required Equipment: general hardware tools such as a ladder, pliers, wire cutters, floral equipment including helium tank, cutting implements, heat shrink dryer, Ice machine, shovel, produce equipment including watering machine, pineapple corer, various knives, wrapping equipment Preferred Equipment: baler/compactor, box cutter Personal Protective Equipment: Goggles, Gloves, Cutting Gloves, Back Brace Pulling Requirement: 250 lbs. Lifting Requirement: 50 lbs.
Travel Requirements
Travel Percent & Overnight
Travel Percent
Overnight
80%
Yes
