Manager Human Resources - Ops - Joliet, IL DC - Onsite

Overview

UNFI is North America’s Premier Food Wholesaler. Our mission is to help make our customers stronger, our supply chain better and our food solutions more inspired. For over 50 years, UNFI has been making bold moves to impact the food industry. We transform the world of food by building a food system that is better for our people, our communities, and our world.

Our work is done through our core values:

• We do the right thing.
• We courageously embrace what’s next.
• We deliver better together.
• We believe in better for all.

The Human Resources Manager 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 Regional Director of HR or the Regional HR Manager, the HR Manager leads the facility/group HR team 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.

HR Leadership

• Leads the HR function for a facility, provides functional HR expertise, plans, and executes on key projects.
• Directly manages team of HR Business Partners and associates within the facility 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.
• 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 network for learning when encountering a new challenge. Manages personal development following changes to company, business and/or HR strategy. Participates in 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 within the facility through the talent lens.
• Provides coaching to leaders and individual contributors at 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 annual talent review process for the facility/group.
• Advises leaders on effective onboarding strategies and plans to ensure successful assimilation of new hires.
• Delivers training programs.

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 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…