Regional Human Resources Manager-Tylersville Rd., Westchester OH Job in West Chester 45069, Ohio Us
Regional Human Resources Manager-Tylersville Rd., Westchester OH
Meijer is a leading Supercenter located in five states throughout the Midwest, with nearly 200 stores and almost 60,000 employees. As a multi-billion dollar retailer, Meijer is ranked as the 18th largest privately held company in the country, as well as one of the top 30 most reputable companies in the United States by Forbes Magazine.
As you can tell, Meijer isn't just any company. We are extremely goal-oriented and customer-focused. We've achieved success after success to become a respected leader in a highly competitive retail market. We rely on our people to supply the talent and vision to achieve our goals.
From store leadership to marketing to buyers to finance, the variety of careers available at Meijer is as interesting and diverse as the people who fill the positions. While your job responsibilities may differ, the purposes are all the same: To make Meijer the best retail organization in the nation.
Currently, Meijer is looking for a Regional Human Resources Manager. The successful person is accountable for leading and implementing the effective and consistent delivery of Human Resource programs and services to their assigned region which includes multiple store locations. The individual selected for this position must be customer focused and committed to delivering excellent customer service. The position reports to the Group Vice President of Store Operations, with a dotted line to Corporate Human Resources. The direct reports for this position include the Regional Recruiter and the Regional Human Resources Coordinator.
The individual will have accountability for workforce planning and as a subset of this work be accountable for talent management, succession planning, and deploying special projects designed to identify, attract and retain top talent. Other duties will include conducting needs assessments, training, the facilitation of small and large groups in meetings and workshops, and partnering in the resolution of employee relations issues.
Key Responsibilities Include
- Stakeholder Relations - Develop and maintain effective relationships with key stakeholders in field leadership and corporate HR to ensure that HR strategies support and drive the accomplishment of business initiatives within a given function. Engage line management as the client and demonstrate strong understanding of business needs. Participate in departmental meetings. Establish and maintain internal and external contacts in order to facilitate cross-functional work.
- Employee Relations - In collaboration with Team Relations, coordinate employee relations issue investigations with all employees including corrective action and career counseling. Explore the root cause of employee relations issues and make recommendations to address issues and develop long term solutions for maintaining a healthy employee relations environment.
- Performance Management - Advise and counsel business partners on all aspects of performance management including coaching, delivery of feedback, performance appraisals, etc... Provide support to business partners on progressive counseling techniques and appropriate utilization of Employee Assistance Program and other support services that enhance performance and productivity.
- Employee and Management Development/Training - Identify and assess business partner needs for employee and management development and training. Coordinate with business partners to deliver cross-functional and on-the-job training. Collaborate with (Corporate) Talent Development Team on the development of effective training interventions including, Conducting Performance Appraisals, Giving and Receiving Feedback, Competency Development and Assessment, Leadership Development.
- Organizational Design/Change Management - Direct leadership to develop and maintain an organizational design structure that provides for appropriate levels of management as well as development opportunities. Direct change management initiatives by developing awareness, understanding, ownership and accountability for change.
- Compensation and Benefits - Act as a liaison to business partners and Total Rewards regarding compensation and benefit issues.
- Staff Development - Conduct talent review meetings up to director level roles. Facilitate career path planning discussions with Senior Executive Team. Implement Corporate programs like mentoring programs and specialized training programs that further develop team members and those who serve in leadership roles. As requested, facilitate team building sessions to further teaming and conflict resolution.
- Talent Acquisition - Direct recruiting, interviewing and selection efforts for both exempt and non-exempt positions in the region. In collaboration with College Relations, develop and maintain entry level rotational programs and internships program. Create and maintain key relationships at select colleges and universities. Attend on campus job fairs and conduct program overview for prospective candidates. Engage senior management in recruiting efforts. Establish an on-boarding program for new hires. Work with stores to develop pragmatic and effective approaches to talent acquisition in a way that improves attraction and retention of talent.
- Compliance and Metrics - Ensure legislative compliance in such areas as I-9's, poster compliance, minors, wage and hour, for cause substance abuse testing, and annual audits. Ensure implementation and monitor compliance of existing company policies and programs such as postings, orientation, retention, exit interviews and revisions to handbooks and orientation materials. Establish HR metrics to help business partners understand HR related topics that support and drive business results.
- Diversity with Inclusion Initiatives- Participate in various initiatives that enhance our ability to understand the diverse customer base in which we serve.
- Bachelors Degree, Human Resources or Business preferred
- 5+ years of Human Resources experience, including previous leadership experience
- Multi-unit retail HR experience a plus
- Experience deploying workforce planning systems including talent management, succession planning and leadership development
- Knowledge, passion and/or affinity for driving business through finding top talent!
- Exceptional ability to influence others and drive results
- Excellent written and verbal communication skills
- Exceptional strong initiative, customer service focus, and solid judgment skills
- An appreciation and respect for the diversity of all individuals in the workplace
- Demonstrated ability to work independently and as part of a team
- Demonstrated ability to successfully manage multiple priorities effectively in a fast paced environment
- Strong detail orientation, organizational and time management skills
- Must have the ability to quickly learn systems, processes and procedures
- Experience working with applicant tracking systems preferred, Taleo experience a plus
- Demonstrated ability to handle sensitive and confidential information appropriately
- Ability to travel as required
