HR Business Partner - Merchandising

HR Business Partner

Are you ready to take the next step in your career? Join us for an exciting opportunity at Albertsons Companies, where innovation and customer service go hand-in-hand!

At Albertsons Companies, we are looking for someone who's not just seeking a job, but someone who wants to make an impact. In this role, you'll have the opportunity to lead, innovate, and contribute to the growth of a company that values great service and lasting customer relationships. This position offers the chance to work in a fast-paced, dynamic environment that's constantly evolving.

The HR Business Partner serves as a trusted partner to our National Merchandising team while also providing strong program management and execution across key talent, workforce, and organizational priorities. The role will partner with leaders at Dir and VP level on talent, performance, succession, employee engagement, workforce planning, organizational effectiveness, while coordinating key HR processes, leadership routines, dashboards, communications, and action plans.

This role combines HR business partnership with disciplined program and project management, helping leaders translate business priorities into effective people strategies and ensuring critical HR processes are executed with rigor, consistency, and follow-through.

The ideal candidate brings strong HR knowledge and business acumen, exceptional organizational skills, sound judgment, advanced PowerPoint and Excel capabilities, and a strong project management orientation. The individual should be comfortable working with senior leaders, managing sensitive information, and balancing HR partnership with hands-on execution.

Main responsibilities:

HR Business Partnership & Leader Support

• Serve as an HR partner to assigned business leaders at Dir and VP level, developing an understanding of their business priorities, organization, talent, and workforce needs.
• Build trusted relationships with leaders and provide practical HR guidance on talent, performance, engagement, organizational effectiveness, and workforce matters.
• Provide coaching and guidance to leaders on people leadership, team effectiveness, employee development, performance management, and employee engagement.
• Bring forward relevant HR data, trends, and insights to inform leader discussions and people decisions.
• Connect leaders with HR Centers of Excellence and other HR partners when specialized expertise is required.
• Coordinate and support the interactive accommodation process, engaging appropriate HR, Leave, Employee Relations, Legal, and other subject-matter experts as needed.

Talent Management & Succession Planning

• Support talent review processes, including logistics, scheduling, and documentation. Partner with leaders and HR leadership to facilitate talent reviews and succession planning processes.
• Coordinate end-to-end talent review logistics, including timelines, templates, calibration materials, meeting preparation, and follow-up.
• Maintain succession plans, talent profiles, readiness assessments, critical role information, and development actions.
• Track development commitments and succession actions to ensure continued progress and accountability.
• Identify themes and talent trends across the organization and elevate areas requiring leadership attention.

Performance Management

• Support leaders through annual and ongoing performance management processes.
• Provide guidance on goal setting, performance conversations, development planning, and performance differentiation.
• Help leaders identify and address performance concerns in partnership with Employee Relations and other HR resources as appropriate.
• Track completion and key trends across performance processes and identify areas requiring follow-up.
• Support calibration discussions and preparation of leadership materials.

Employee Engagement & Organizational Effectiveness

• Coordinate employee engagement surveys and related activities across assigned organizations.
• Analyze engagement results and help leaders identify key themes, strengths, and opportunities.
• Facilitate or support leadership discussions to translate engagement insights into meaningful actions.
• Partner with leaders to develop engagement action plans and track progress against commitments.
• Maintain visibility to engagement priorities and ensure appropriate follow-through.
• Support team effectiveness and organizational health initiatives based on business and employee needs.

Workforce Planning & Organizational Support

• Partner with leaders and HR leadership to support workforce planning activities aligned with business priorities.
• Coordinate workforce planning inputs, including headcount, talent needs, critical capabilities, vacancies, organizational structure, and future workforce requirements.
• Help identify workforce gaps, organizational risks, talent implications, and opportunities for improved effectiveness.
• Develop workforce scenarios, analyses, and leadership materials to support decision-making.
• Support organizational changes,…