Sr Manager, Human Resources - Ops - West Region

** Remote position, candidate in West Region
*** Job Overview:  The Sr. Manager Regional Human Resources 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 Director of HR, the Sr. HR Manager leads the HR team from a group of facilities or locations 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.

What does it mean to be a part of our HR Operations team? While providing on-site support for our 50+ distribution centers, our HR Operations team ensures effective execution of human resources strategies in areas such as Talent Development, Workforce Planning, Talent Selection, Engagement, Recognition, Performance Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy.  

In addition, this team plays a pivotal role in our current transformation journey.  They are instrumental in helping to develop and retain the right talent, that is fully engaged with this strategy, as well as embodying a true “people first” mindset to help drive UNFI’s company culture of collaboration and engagement.

Job Responsibilities:

Core Responsibilities  HR Leadership Leads the HR function for a group of facilities or locations, provides functional HR expertise, plans and executes on key projects.
Directly manages team of HR Managers and HR Business Partners and associates within the group of facilities, 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.  May be responsible for directly managing HR for a facility. 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 across the facilities through the talent lens. Provides coaching to General Manager (GM), Operations Sr Director, and Vice President leaders, 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…