HR Manager

ARE YOU A CURRENT US FOODS EMPLOYEE? PLEASE APPLY DIRECTLY THROUGH OUR INTERNAL WORKDAY CAREER SITE

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Serves as a trusted, strategic advisor to Area Staff, the local management teams, and drives field execution to support business objectives consistent with organization values. Ensures alignment of HR strategy with business objectives. Serves as the primary HR liaison for the Area Staff, the HR team, and the local management teams on matters affecting the area. Consults with Region and Functional Partners to optimize effectiveness, team cohesiveness, and ensure effective business decision making particularly related to the human assets of the business. Conducts Area Employee Relations needs analysis and matches HR solutions to identified gaps. Serves as the area escalation point on employee relations issues of significant complexity. The HR Manager II leads, manages and influences recruitment, policy interpretation and administration, employee relations, performance management and training. Facilitates timely resolution of employee relations issues while maintaining an appropriate balance between employee and management advocacy. Supports Operations with the administration of the collective bargaining agreement(s) in union facilities.

ESSENTIAL DUTIES AND RESPONSIBILITIES  

• Drive achievement of key results for the area.

• Ensure a genuine safety culture that fosters employee well-being through engagement and leadership accountability. Role model and prioritize the value of safety at all times. Challenge leaders to set the right tone for safety and hold them accountable for proactive efforts that drive engagement.

• Collaborate with Business Leaders to influence business strategy based on a deep understanding of the business implications for the area, including employee and labor relations.

• Participate in key meetings with Business Leaders to bring HR expertise to business/operational discussions with linkage to HR strategy and business objectives.

• Collaborate with appropriate HR and other teams to ensure new policies, plans, programs, and processes are effectively communicated and implemented consistently within the area.

• Drive improvement in overall team performance and direct talent planning / management which includes: 1.) supporting employee performance improvement planning—including plan development, counseling, and follow-up and 2.) working with Area Staff to facilitate the completion of all talent routines, such as TAPP and STR.

• Conduct investigations of complex Employee Relations and HR matters.

• Advise Area Leaders in conjunction with Region Leadership and Functional Partners on complex employee relations issues and manage risk effectively.  Participate in the termination approval process for the area.

• Participate in the development of department goals and objectives and execute plans to meet these goals. Advise on the application of Company policies to ensure consistency and accurate policy interpretation interdepartmentally. 

• Execute & support communication and change campaigns for strategic HR and business priorities, driving employee adoption and accelerating ROI. Support leaders to create the necessary beliefs and experiences for our associates to change culture and thus, results.

• Provide support to the Area by assisting in the development of change management strategies and supporting communication activities to prepare for business and HR initiatives. Collaborate with HR stakeholders to support campaigns and deliver consistent programmatic messaging across the HR function. Maintain accountability to support consistent implementation and execution of policies, plays, and routines.

• Advocate for a positive employee experience and high engagement. Be able to identify employee experience defects and escalate those risks to the right stakeholders. Promote a positive work environment across the Area that drives engagement, retention, and EPS, through consistent execution of LEAD Plays. Utilize data and insights to identify opportunities and make recommendations when appropriate (i.e EPS action planning).  Be a present, active thought partner and participant in identifying gaps in the Associate Experience, prioritization and action planning, and preparing to support during labor negotiations. Lead thorough investigations when assigned and partner with Compliance on investigations they lead; effectively summarize findings and provide recommendations for employee relations investigations in conjunction with Region HR, Compliance, Legal, and functional leaders.

• Demonstrate a strong foundation in core HR fundamentals to effectively support and advise the organization on various HR practices and processes.

• Oversee leave administration practices for the area and provide guidance for the interactive process in conjunction with ADHR, RHRBL and Legal.

• Remain up-to-date with changes in US Foods procedures, employment laws, and regulations to ensure compliance. Develop knowledge of HR technologies, tools, and systems used within the organization.

• Travel required 10% to domiciles and events.

• Incumbent will office in one of the markets of the area they will support

• Other duties assigned by manager.

SUPERVISION:

• HR Manager

RELATIONSHIPS

• Internal: VP Field HR, Region HR Business Leader, Region President, Area President, Regional Functional leaders, Area HR, HR Functional teams, Legal, Communications, Operations Leadership

• External: Government agencies, external legal counsel

WORK ENVIRONMENT

• Onsite: The associate in this role is expected to perform assigned responsibilities inside a US Foods office-based environment.

MINIMUM QUALIFICATIONS

• Minimum 5 years HR experience in professional (non-administrative) role.

• Familiarity with legislation concerning employment such as: ADA, FMLA, EEOC, FLSA, Title VII.

• Demonstrated ability to build relationships at senior levels as well as deeper into the organization

• Must have direct experience leading an HR Team

• 10% travel required

EDUCATION

• Bachelor’s degree or equivalent work experience required

CERTIFICATIONS/TRAINING

• SHRM certification desirable

LICENSES

• Valid driver’s license required & motor vehicle record must be in good standing.

PREFERRED QUALIFICATIONS

• Prior experience working in a collective bargaining environment preferred. 

• Prior experience with affirmative action requirements at a Federal government contractor preferred.

PHYSICAL QUALIFICATIONS

• Must be able to perform the following physical activities for described length of time

OCCASIONALLY: 1% - 33 / FREQUENTLY: 34% - 66% / CONTINUOUSLY: 67% - 100% or NEVER

JOB REQUIRES WORKER TO:

FREQUENCY:

STAND: FREQUENTLY

WALK: FREQUENTLY

DRIVE VEHICLE: OCCASIONALLY

SIT: CONTINUOUSLY

LIFT

1-10 lbs (Sedentary): FREQUENTLY

11-20 lbs (Light): OCCASIONALLY

21-50 lbs (Medium): OCCASIONALLY

51-100 lbs (Heavy): NEVER

Over 100 lbs (Very Heavy): NEVER

CARRY

1-10 lbs (Sedentary): FREQUENTLY

11-20 lbs (Light): OCCASIONALLY

21-50 lbs (Medium): OCCASIONALLY

51-100 lbs (Heavy): NEVER

Over 100 lbs (Very Heavy): NEVER

PUSH/PULL 1: OCCASIONALLY

CLIMB/BALANCE 2: OCCASIONALLY

STOOP/SQUAT: OCCASIONALLY

KNEEL: OCCASIONALLY

BEND: OCCASIONALLY

REACH ABOVE SHOULDER: OCCASIONALLY

TWIST: OCCASIONALLY

GRASP OBJECTS 3: FREQUENTLY

MANIPULATE OBJECTS 4: FREQUENTLY

MANUAL DEXTERITY 5: FREQUENTLY

1 (Push/Pull: Hand truck, gate, straps, metal ramp, truck door, dolly, boxes, truck gear shift)

2 (Climb/Balance: In/Out Truck/Trailer to cab. On/Off ramp to ground level and side doorsteps and Platform of trailer. Stairs)

3 (Grasp Objects: Hand truck, boxes, cartons, steering wheel)

4 (Manipulate Objects: Boxes, dolly, metal truck ramp, hand truck, paperwork, truck gate, straps)

5 (Manual Dexterity: Typing, use of office machines such as copiers, printers)                                                                                      

Compensation depends on relevant experience and/or education, specific skills, function, geographic location, and other factors as applicable by law (for example: state minimum wage thresholds).  The expected base rate for this role is between

$75,000 - $120,000

***EOE Race/Color/Religion/Sex/Sexual Orientation/Gender Identity/National Origin/Protected Veteran/Disability Status***