JOB POSTING

SENIOR HR MANAGER, CORE

THE ROLE

The Senior HR Manager, Core is responsible for the execution and continuous enhancement of the programs, practices, and processes that bring Metropolitan Market's Mission, Vision, and Guiding Principles to life. Partnering closely with the Vice President, Human Resources (VPHR) this role translates organizational priorities into practical HR programs, policies, tools, and resources that strengthen team member experience and organizational effectiveness. Areas of focus include team member experience and engagement, performance development and management, career pathing, succession planning, recognition, team member competency and skill, and workplace conduct across all stores.

This position provides leadership and oversight for complex team member relations matters, applying sound judgment to mitigate risk, support fair and consistent employment decisions, and achieve effective outcomes. Serves as a subject matter expert, coaching and mentoring the HR Generalist on team member relations matters, investigations, policy application, and risk mitigation. Analyzes team member relations data and trends to identify opportunities, and partners with VPHR to develop practical, compliant solutions that equip leaders to navigate team member matters effectively and consistently across the organization.

MORE ABOUT WHAT YOU'D DO

• Partners proactively with VPHR to understand organizational vision and directives and translate them into the development and enhancement of programs, policies, tools, and resources related to terms and conditions of employment. Ensures programs are implemented and sustained, regularly assessing their relevance and effectiveness and using operational feedback, data, and measured results to identify potential enhancements and bring forward recommendations to VPHR for direction.

• Develops and implements team member experience and engagement programs, using team member feedback, data, and organizational insights to identify opportunities, shape solutions, and continuously improve program effectiveness. Establishes measures of success and evaluates results to inform ongoing program enhancements.

• Designs and delivers career pathing and succession planning programs that support team member growth, strengthen leadership capability, and build organizational bench strength. Establishes program objectives and measures of success, evaluates results, and takes action to ensure effective and sustained execution.

• Serves a key role in developing and enhancing performance development and management programs, tools, and resources that equip operational leaders to effectively coach and manage team member performance. Establishes measures of success, evaluates outcomes, and takes action to achieve desired results and continuously improve program effectiveness.

• Builds trusted working relationships within the organization through a service-based approach, sound judgment, subject matter expertise, and demonstrated integrity, providing practical HR guidance that adds value, solves business challenges, and delivers results.

• Lead, mentor, and develop members of the Human Resources team by setting clear expectations, providing ongoing coaching and meaningful feedback, and supporting their professional growth.

• Provide day-to-day leadership and direction to designated HR team members ensuring work is prioritized effectively, resources are aligned with business needs, and service is delivered consistently across the organization.

• Lead the execution of Core HR programs, practices, and processes that shape team member experience, reflect our Mission, Vision, and Guiding Principles, and serve team members throughout the employee lifecycle.

• Proactively consults with the VPHR on high-risk or significant team member relations matters, seeking guidance and direction on case strategy and approval on key employment decisions. Serves as a subject matter expert, coaching and mentoring the HR Generalist on complex team member relations matters, investigations, policy application, and risk mitigation.

• Provide strategic leadership and subject matter expertise in employee relations, coaching operational leaders on complex employment matters and the consistent application of company policies, employment law, and applicable Collective Bargaining Agreements (CBAs).

• Lead and participate in workplace investigations as needed, partnering with operational leaders and VPHR to determine and execute timely, fair, and compliant resolutions.

• Partner with leaders across the organization to cascade information and ensure successful implementation of company-wide programs and priorities.

• Provide oversight and support for pre-employment and onborading processes, ensuring hiring practices are efficient, compliant, and aligned with organizational standards.

WHAT WE'RE LOOKING FOR

• Minimum of five years of progressive HR experience required.

• Minimum of five years of supervisory experience required.

• Minimum of three years conducting employment investigations required.

• Bachelor's degree in HR or related field strongly preferred.

• Human resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred.

• Ability to maintain confidentiality and handle sensitive information with discretion essential.

• HR experience in a union environment preferred.

• Strong working knowledge of HR policies/procedures and federal, state, and local employment laws and regulations.

• Excellent written and verbal communication skills required.

• Exceptional organization skills and attention to detail required. Must be able to multi-task effectively and manage multiple competing demands and deadlines at the same time.

• Curious and solutions-oriented thinker. Flexible, intellectually nimble, and resilient. Able to pivot on the spot and think creatively.

WHAT WE OFFER

• Competitive pay
• 20% team member discount
• Medical, dental, vision insurance (very low cost to team members)
• Health savings accounts (subject to qualified medical plans)
• Flexible spending arrangements (subject to qualified medical plans)
• Company-funded disability and life insurance
• Employee Assistance Program available to all team members
• Retirement plans available to all team members
• Generous paid time off benefits
• Sick/safe leave provided consistent with local and state requirements
• Reduced cost ORCA Card program for King County team members
• Education support
• Career development opportunities

The specific programs and options available to any given team member are dependent upon eligibility factors such as position, date of hire, work location, and terms of applicable collective bargaining agreements.