**Remote in California**
Purpose:
The Sr. Manager, Human Resources is a business partner to operational leadership and is responsible for leading, implementing, and executing the organization's HR strategy, key projects, and initiatives within the facility/group. Reporting to the Director of HR, the Sr. HR Manager leads the HR team from a group of facilities or locations and is responsible for effective execution of human resources functions, such as Talent Development, Talent Selection, Workforce Planning, Engagement, Recognition, Performance Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy.
How you will make an impact:
HR Leadership
- Leads the HR function for a group of facilities or locations, provides functional HR expertise, plans and executes on key projects.
- Directly manages a team of HR Managers, HR Business Partners, and associates within the group of facilities, and drives performance in the local HR teams. Responsible for leveraging best practices and creating a culture of collaboration within the region/group, and nationally.
- May be responsible for directly managing HR for a facility.
- Executes HR programs within the facility.
- 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 the network for learning when encountering a new challenge.
- Manages personal development following changes to company, business, and/or HR strategy.
- Participates in the development of HR colleagues.
Strategic Business Partnership
- Builds effective working relationships with leaders. Balances facility/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 across the facilities through the talent lens.
- Provides coaching to leaders and individual contributors at the SVP level and below, with the goal of making others successful.
- Ensures that associate questions are promptly and courteously resolved.
- Participates and collaborates in supervisor, management, and staff meetings.
- Identifies metrics tracked throughout the organization.
- Derives insights from metrics, reports insights to business leaders, and uses those insights 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 enterprise productivity, in partnership with Talent Acquisition.
- Forecasts current and future talent needs for the facility/group.
- Maintains and updates a succession plan for front-line leadership and proactively identifies next-generation leaders. Executes the annual talent review process for the facility/group.
- Advises leaders on effective onboarding strategies and plans to ensure the successful assimilation of new hires.
- Delivers training programs.
Engagement & Associate Relations
- 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 the 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 the implementation of HR programs.
- Completes reports and information requests accurately and in a timely manner.
- 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 facility/group, requires thorough knowledge of HR policies and procedures as well as federal and state/provincial 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 the implementation of the Affirmative Action Plan and goals, as applicable.
What we look for:
Education/Certification:
- Bachelor's degree in business or related field
- PHR/SPHR/CHRL/CPHR Certification preferred
Experience:
- 5-7 years of HR experience, or related field
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:
- Excellent communication 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.
- Good judgment is required for this position as there may be times when direct supervision may not be immediately available.
Competencies
- Developing Talent.
- Critical Thinking.
- Strategic Thinking/Management.
- Evaluating and Implementing Ideas.
- Interacting with People at Different Levels.
Where you will work:
- Some travel may be required (up to 30%).
- Most work is performed in a temperature-controlled office environment.
- Incumbent may sit for long periods of time at the 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, telephones, and other office equipment during the normal workday.
- Stooping, bending, twisting, and reaching may be required in the completion of job duties.
#LI-Remote
Compensation: 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), https://www.unfi.com/jobs-more-info-wa.html 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.
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.
