Human Resources Business Partner

Overview

Plan, direct and coordinate human resource management activities of an assigned district to maximize the strategic use of human resources and maintain balance of operational needs and Sprouts culture.

The Human Resources Business Partner is responsible for intentionally shaping the culture and supporting Sprouts values, managing performance, driving talent development, engagement and communication. The Human Resources Business Partner creates and fosters strong relationships throughout the organization, acting as agents of change and drives Sprouts strategic goals and growth initiatives through people.

• Proactively drive Sprouts culture through support of values, team member engagement, and reduction of turn over.
• Maintain strategic presence in stores to promote and influence Sprouts culture, ascertain areas where improvements can be made, and develop suggested action plans with District Director.
• Support the execution of Sprouts strategy and initiatives by bringing focus to priorities and ensuring adoption within assigned District.
• Partner with District Director and store leadership in crafting and executing development plans for high-potential leaders, ensuring plans are measurable and using the provided tools from Talent Management.
• Coordinate and lead development planning meetings with District Director to review high-potential leader’s development plans and execution of those plans.
• Spend value-added time in stores with high-potential leaders working on development plans and activities to prepare for future roles.
• Support development and promotion of internal talent through partnership with District Director to offer targeted growth opportunities including cross functional roles, special work assignments, stretch assignments, peer leadership, etc.
• Lead development of team members through succession planning to improve placement in 9-box each quarter.
• Develop and support bench strength for future placement in critical roles including Assistant Store Manager, Store Manager, Operations Specialist and District Director.
• Ensure top talent is exported from the district to support strength of Sprouts talent pool enterprise wise.
• Coordinate with HR peers, District Directors and TA to define key candidates for export and ensure these candidates are presented for opportunities outside of current District.
• Interview and assess candidates for Store Manager roles, providing key feedback, findings and approval.
• Participate in Store Manager Certification process as a partner to District Director, weighing in on competencies and characteristics and overall readiness for certification.
• Partner with Talent Acquisition Advisors on staffing gaps and remediation plans within assigned district, meeting to review Optimal Headcount and Turnover reports regularly.
• Execute change management strategies based on HR and Sprouts initiatives.
• Champion and drive Sprouts Recognition programs through use in stores.
• Responsible for ensuring effective communication of business strategies and policy changes.
• Serve as a lead in the district as well as drive major initiatives within the HR department.
• Support the HR Department as needed in creating, executing and monitoring a local ER strategy.
• Audit policies and practices and take necessary actions to ensure compliance with local and federal employee relations laws.
• Anticipate or identify and respond to issues that indicate a problematic work environment.
• Deliver education to managers and TMs to promote a positive work environment and minimize risk of TM-related issues (where subject matter expertise is required).
• Advise/assist/counsel managers in identifying and resolving TM issues.
• Identify ER trends, work to resolve issues with team members and Sprouts leadership.
• Conduct investigations in response to TM or manager incidents and complaints; involve appropriate departments as needed.
• Escalate complex or high-risk Employee Relations matters to HR Manager and/or Employee Relations manager and Legal.
• Partner with area Loss Prevention agent to review themes and issues within assigned district, crafting remediation plans in partnership with HR Manager and LP Manager…