HR Business Partner

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POSITION PURPOSE

The Human Resource Business Partner (HRBP) is a strategic partner that develops HR initiatives to positively impact business performance, HR metrics and overall organizational effectiveness.

This position is an active servant leader and thought partner to the Store Operations and Support Center leadership teams and is a relationship builder and consultant to internal partners.

This role requires strong consultative skills and expert level general HR knowledge so as to be viewed as a trusted business partner.

The HRBP demonstrates knowledge of effective human resources practices, methods and processes in all areas including recruiting and selection, succession planning, compensation and benefits, employment law and employee relations, payroll, and leadership development.

ESSENTIAL JOB FUNCTIONS AND BASIC DUTIES

• Provides proactive consultation and input to store and support center leaders on issues where human resources expertise can improve team effectiveness and business results.
• Seeks to fulfill the aims of Raley’s Customer and Team Member Promises and the Raley’s Way Values.
• Partners with Team Member Relations to analyze and evaluate employee relations for assigned districts.
• Partners with district and store leaders to facilitate organizational change initiatives and put strategies into place to improve effectiveness and minimize business disruption.

Seeks to fulfill the guiding principles of Raley’s Customer and Team Member Promises.

Uses data and analytics such as the HR Scorecard, safety incidents, team member complaints, survey results, exit surveys, and turnover to monitor the pulse of the workforce and identify trends.

Works with business leaders to develop solutions to identified gaps.

• Leads the implementation and management of company-wide talent management programs in assigned districts and in alignment with Talent Management function.
• Serves as a talent management expert to assigned districts; assists with the development and execution of talent management strategy;

facilitates regular talent reviews and succession planning.

Monitors the Company’s promotion and selection process for leaders and serves on the selection panel with store and district leaders.

Ensures selection process is followed according to company guidelines. Provides input and direction as needed in the recommendation of applicants.

Develops and conducts training classes on such topics as leadership, company culture and values, talent acquisition, new hire onboarding, and total team member experience.

Works in tandem with Talent Development and management on curriculum design.

• Works with leaders to develop strategies to ensure a culture of inclusion and respect.
• Participates in and provides input on special projects and processes including but not limited to investigations, salary reviews, incentive eligibility, acting assignments, organizational changes, store closures, new store openings, acquisitions, layoffs, communication plans, process improvements, etc.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE :

• Bachelor’s Degree in Human Resources or the equivalent experience.
• Minimum of seven or more (7+) years’ experience in human resources, retail operations management or similar. Significant experience leading change, delivering, and developing training and presentations.

Experience with union avoidance is preferred.

• Experience in business or in retail industry and multi-unit is preferred.
• Certification preferred : PHR, SHRM-CP, SHRM-SCP or other HR certification with emphasis on strategic HR practices and methodologies.

REQUIRED KNOWLEDGE :

• Deep understanding of competencies needed to support and lead a multi-unit retail and / or corporate function.
• Knowledge of effective human resources practices, methods and processes in all areas including recruiting and selection, succession planning, compensation and benefits, employment law and employee relations, payroll and leadership development.
• Extensive knowledge of State, Federal and legal regulations and requirements related to human resources including, EEO, ADA, Worker’s Compensation, FMLA, Wage & Hour and others.

SKILLS / ABILITIES :

• Strong business acumen.
• Effective coaching, consultative and influencing skills.
• Flexibility, fantastic communication skills and huge amounts of drive.
• Critical thinking : ability to identify problems, root causes and drive appropriate solutions.
• Strong internal and external customer service focus.
• Excellent organizational and interpersonal skills.
• Ability to operate a personal computer and related software including spreadsheet applications.
• Ability to communicate effectively, both verbal and written and group presentation skills.
• Committed to our culture of respect and inclusion, valuing others for who they are and the unique contributions they bring.

CERTIFICATIONS REQUIRED

Valid driver’s license.

PHYSICAL DEMANDS - Team members may occasionally experience the following physical demands for extended periods of time :

• Driving
• Keyboarding and sitting
• Telephone hearing and speaking

WORK ENVIRONMENT

Work is performed primarily in an on-site business office environment. Frequent travel to retail store locations. Ability to work extended hours, as required, in support of the company’s business needs.

• Denotes Essential Job Functions
30+ days ago