Vice President of Human Resources

Benefits

• Competitive pay and benefits, including Day 1 Health & Wellness Benefits, Employee Stock Purchase Plan, 401K Employer Matching, Education Assistance, Paid Time Off, and much more
• Growth opportunities performing essential work to support America’s food distribution system
• Safe and inclusive working environment, including culture of rewards, recognition, and respect

VP, Human Resources is a Staff leadership position that provides executive-level guidance to the Operating Company (OpCo) senior team and drives HR strategy and execution, aligned with business objectives. The role is responsible for identifying and implementing long-range strategic talent management goals including succession planning and associate growth and development as well as managing the day-to-day areas of benefits, associate relations and staffing.

The successful VP acts as an associate champion and change agent. The role assesses and anticipates HR-related needs, collaborating proactively with the HR department and business management to develop solutions. The position formulates partnerships across the HR function to deliver value-added service to management and associates that reflects the business objectives of the organization.

• Business Leader Partnership:
  Acts as a trusted advisor and strategic partner to department heads and business leaders, providing HR guidance on key business decisions. Collaborates with Business Leaders to influence business strategy based on deep understanding of business implications for the OpCo including employee and labor relations. Serves as a sounding board, coaching and collaborating with managers on effective leadership and people management practices.
• Company Strategy:
  Oversees and executes implementation of HR and/or business initiatives in assigned business groups. Champions change management, develops key change management strategies, and rallies support for successful change implementation. Works with leadership to implement appropriate organizational structures.
• Associate Engagement and Wellbeing:
  Champions associate engagement and wellbeing initiatives to enhance associate health and job satisfaction resulting in greater productivity for the OpCo. Creates and implements programs that support associate wellness. Drives the integration of the company's culture and values across the associate life cycle, championing them as fundamental elements of the associate experience. Develops and implements HR programs and activities to support associate engagement, retention, associate success programs, and development.
• Associate Relations:
  Provides support and guidance to management and other staff when complex, specialized, and sensitive questions and issues arise; may be required to provide direction in delicate circumstances such managing and resolving associate relations issues, reasonable accommodations, etc. Conducts thorough and objective investigations in a timely manner and advises leaders, in partnership with Regional and Legal advisors, on appropriate actions and manages risk effectively.
• Recruitment Efforts:
  Understands and executes the Company’s human resource and talent strategy as it relates to current and future talent needs, recruiting, retention, and succession planning. Coordinates recruiting efforts, ensuring timely completion of hiring and onboarding activities, either directly or Talent Development:
  Supports the performance management process by assessing talent opportunities and performance gaps; oversees talent planning, talent reviews, talent development, and succession planning for assigned business groups: including goal setting, performance evaluations, career development planning, and developing performance improvement plans through staff, including but not limited to issuing letters, completing new hire compliance activities and ensuring robust new hire onboarding.
• HR Metrics and Analysis:
  Uses associate engagement survey data to formulate action plans executed throughout the fiscal year and track exit trends to identify weaknesses or threats to our ongoing retention efforts.
• Performance Management:
  Monitor performance evaluations, proactively seeks to assist managers with poor performers, and utilizes talent management tools to assist managers in evaluating associates. Identifies training/coaching/mentoring needs for departments, managers and associates.
• Labor Relations:
  Conducts ongoing needs analysis and implements HR solutions to create a positive work environment that fosters open communication and addresses concerns promptly. In Union locations, manages interactions, participates in negotiations, and administers labor relations policies and agreements.
• HR Policy and Procedure Compliance:
  Administrators and enforces HR policies and procedures, working closely with corporate HR to ensure compliance with all local and Federal laws governing such issues. Maintains in-depth knowledge of compliance requirements related to day-to-day…