Senior Director Human Resources - Operations

Senior HR Director

The Senior HR Director is a business partner to senior operational leadership and is responsible for leading, implementing and executing the organization's HR strategy, key projects and initiatives within the Natural or Conventional group of Distribution Centers. The Senior HR Director provides leadership, strategic direction and execution of responsibilities focused on growing the business, implementing plans and strategies in line with UNFI culture and goals.

Coordinates major activities through subordinates in areas such as Talent Development, Talent Acquisition, Engagement, Recognition, Performance Management, Organizational Development, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy.

Core Responsibilities

HR Leadership

• Leads the HR function for Natural or Conventional Distribution Center HR teams, provides functional HR expertise, executes on key projects, and drives performance through local HR teams.
• Mentors the HR team across the group. Responsible for leveraging best practices and creating a culture of collaboration within the group and Nationally.
• Leads team in strategy development, execution and advises on company-wide programs. Participates in development, creates and executes a culture of collaboration across all regions/groups.
• Oversees execution and delivery of National HR programs across the group. Oversees participation in projects, advises on policy and program design and roll-out plans. Ensures alignment on company-wide HR processes and programs.

Strategic Business Partnership

• Acts as a strategic advisor and coach to Senior Vice President leadership and below, navigating complex business needs while ensuring alignment with national standards and organizational priorities.
• Leads cross-functional partnerships with Legal and Labor to drive consistent, risk-informed solutions to complex workforce issues.
• Leverages a deep understanding of business needs and participates in systematically solving business problems across the group through the talent lens.
• Responsible for driving the workforce and talent agenda, creating a compelling experience that attracts the right people in a competitive market and drives enterprise productivity.
• Forecasts current and future talent needs. Gain in-depth understanding of business priorities and translate into workforce planning for the group. Maintains and updates a leadership succession plan for the group and proactively identifies next generation leaders. Oversees execution of the annual talent review process for the group.
• Be a visible leader across the entire UNFI organization that is always driving to achieve current targets while creating a sustainable future for the Company.
• Assesses, monitors and manages employee engagement on a proactive, ongoing basis. Oversees implementation of associate engagement surveys and action plans, in collaboration and partnership with the business leaders. Identifies trends and works to systematically address disengagement issues.
• Actively selects and updates talent metrics. Derives insights from metrics and uses those insights to solve business problems, identify trends that require action, and improve processes.
• Drives initiatives to increase caliber of talent and increase retention rate; innovate ways to add value to our employer brand proposition.
• Creates a culture of collaborative problem solving to design comprehensive solutions. Proactively designs solutions before problems arise. Takes control of challenges that arise and collects feedback from multiple sources to address the problem.
• Adapts strategies and techniques to resolve individual conflict situations. Provides leaders and associates with robust coaching and resources to help them resolve and prevent interpersonal and team conflicts and adapt to different associate and leadership styles.

Execution of HR Function and Programs

• Responsible for overseeing the execution of core annual programs, such as performance objectives and goal setting, performance evaluations, compensation planning, talent assessment, succession planning, wellness, annual enrollment, etc.
• Responsible for…