Distribution Center Human Resources Manager
Company Name:
Grainger
Position Description
Translate the business strategy into
human resources
strategy and tactical plans. Facilitate process changes that align with the business direction for the area supported. Apply policies and programs for salary administration, staffing, team member development, team member relations, legal compliance and benefits
Delivers organizational excellence by identifying business needs and developing solutions by partnering with various HR COE leaders/ teams in areas such as inclusion and diversity, compensation and benefits, talent acquisition, performance/career management, team member/leader development, succession planning, compensation, and team member benefits.
Ensures existence of work environment that is inclusive and respectful of all people.
Provides expert counsel to the business to identify, understand, and influence decisions that enable Grainger to be the team member's and customer's first choice
Translate business needs into human resources plans and programs.
Identify, assess, and prioritize human resource needs in designated areas of the company. Involve human resource centers of excellence to meet business partner needs.
Lead local leadership team in creating a culture with Positive Employee Relations by leveraging a variety of tools to get a feel for the team member's perceptions on the company, managers, and culture of the workplace.
Educate managers and team members on the application of the overall Talent Management Process including performance management process and development opportunities. Implement performance management tools within specific areas of the company. Coaches managers and team member to fully utilize performance feedback and coaching to drive improved results.
Facilitate the development of organization structure and job design based upon work processes. Continuously review the organization structure to ensure it is meeting the dynamic needs of the business. Assist compensation in job analysis and provide support to the job evaluation process.
Communicate and educate managers and team member on salary administration and ensure that it is being calibrated across the function that they support. Advise managers on actions where there may be discrepancies or special concern.
Create workforce plans to meet shifts in business volumes, work with local management to determine the mix of team member; includes mix of part time and full time team member. Create strategies for talent acquisitions (TA). Build strong relationships with TA to ensure a strong talent pipeline for exempt candidates. Responsible for all non-exempt recruiting and relationships with outside temporary labor providers.
Educate and influence managers on affirmative action and diversity within the work place. Identify and develop action plans for areas of concern. Responsible for ensuring we are performing outreach efforts in underestimated demographics and are compliant with OFCCP regulations.
Facilitate the resolution of conflict within the work place between team member and managers.
Anticipate and assess legal exposures, potential legal actions such as harassment, discrimination, wrongful discharge, unfair treatment, Workers' Compensation, accommodation (disability).
Ensure proper application of employment laws and regulations to specific work situations.
Highlight the importance of communication and assist managers by developing methods to share information with team members on business issues.
Effectively works with other HR partners to deliver timely, relevant, and consistent HR
services
and solutions
Proactively utilizes workforce analytics to understand trends, positively influence business decisions and lead the development of human capital strategies.
Consults and drives continuous improvement thinking and actions across the business to improve results.
Position Requirements
Work Experience - 5-7 years experience of progressively increasing Human Resources Generalist responsibility; managerial experience preferred.
Candidate must possess demonstrated results in employee relations, organization development, employment and selection, employment law, compensation and talent management. Experience driving wholesale organizational transformation preferred.
Education - Bachelors degree in Human Resources, Business Management, or related equivalent experience.
Establish and Maintain Interpersonal Relationships - High level of interpersonal skills where the individual can diffuse high-tension situations.
Strong influencing and facilitation skills, which surface differing viewpoints and result in the best course of actions. Understands organization dynamics and can navigate appropriate channels to get results.
Analytical ability and business judgment by which cause and effect are understood, situations are accurately assessed and actions anticipated. Effectively prioritizes and manages projects.
Influence without Authority - works in a matrixed environment requiring significant ability to influence leaders and HR partners. Position reports directly to DC Director, with dotted line to Sr. HR Manager responsible for the region
Make Decisions and Solve Problems - Analyze information and evaluate results to choose the best solution and solve problems.
Coach and Develop Others - Identify the developmental needs of others and coach, mentor, or otherwise help leaders to improve their knowledge or skills. Includes providing direct coaching and feedback to DC Director and his/her leadership team.
Communication - Effective verbal and written communication with individuals at all levels.
Change Leadership - Ability to lead people at all levels through significant changes in ambiguous situations
Travel - Limited; 3-4 out of state trips per year
Location - Greenville DC is location in Fountain Inn, SC
Regulatory: Strong knowledge of federal and state employee laws/regulations. Knowledge of OFCCP and Affirmative Action
Planning desired
Grainger is an equal opportunity employerEstimated Salary: $20 to $28 per hour based on qualifications.
Grainger
Position Description
Translate the business strategy into
human resources
strategy and tactical plans. Facilitate process changes that align with the business direction for the area supported. Apply policies and programs for salary administration, staffing, team member development, team member relations, legal compliance and benefits
Delivers organizational excellence by identifying business needs and developing solutions by partnering with various HR COE leaders/ teams in areas such as inclusion and diversity, compensation and benefits, talent acquisition, performance/career management, team member/leader development, succession planning, compensation, and team member benefits.
Ensures existence of work environment that is inclusive and respectful of all people.
Provides expert counsel to the business to identify, understand, and influence decisions that enable Grainger to be the team member's and customer's first choice
Translate business needs into human resources plans and programs.
Identify, assess, and prioritize human resource needs in designated areas of the company. Involve human resource centers of excellence to meet business partner needs.
Lead local leadership team in creating a culture with Positive Employee Relations by leveraging a variety of tools to get a feel for the team member's perceptions on the company, managers, and culture of the workplace.
Educate managers and team members on the application of the overall Talent Management Process including performance management process and development opportunities. Implement performance management tools within specific areas of the company. Coaches managers and team member to fully utilize performance feedback and coaching to drive improved results.
Facilitate the development of organization structure and job design based upon work processes. Continuously review the organization structure to ensure it is meeting the dynamic needs of the business. Assist compensation in job analysis and provide support to the job evaluation process.
Communicate and educate managers and team member on salary administration and ensure that it is being calibrated across the function that they support. Advise managers on actions where there may be discrepancies or special concern.
Create workforce plans to meet shifts in business volumes, work with local management to determine the mix of team member; includes mix of part time and full time team member. Create strategies for talent acquisitions (TA). Build strong relationships with TA to ensure a strong talent pipeline for exempt candidates. Responsible for all non-exempt recruiting and relationships with outside temporary labor providers.
Educate and influence managers on affirmative action and diversity within the work place. Identify and develop action plans for areas of concern. Responsible for ensuring we are performing outreach efforts in underestimated demographics and are compliant with OFCCP regulations.
Facilitate the resolution of conflict within the work place between team member and managers.
Anticipate and assess legal exposures, potential legal actions such as harassment, discrimination, wrongful discharge, unfair treatment, Workers' Compensation, accommodation (disability).
Ensure proper application of employment laws and regulations to specific work situations.
Highlight the importance of communication and assist managers by developing methods to share information with team members on business issues.
Effectively works with other HR partners to deliver timely, relevant, and consistent HR
services
and solutions
Proactively utilizes workforce analytics to understand trends, positively influence business decisions and lead the development of human capital strategies.
Consults and drives continuous improvement thinking and actions across the business to improve results.
Position Requirements
Work Experience - 5-7 years experience of progressively increasing Human Resources Generalist responsibility; managerial experience preferred.
Candidate must possess demonstrated results in employee relations, organization development, employment and selection, employment law, compensation and talent management. Experience driving wholesale organizational transformation preferred.
Education - Bachelors degree in Human Resources, Business Management, or related equivalent experience.
Establish and Maintain Interpersonal Relationships - High level of interpersonal skills where the individual can diffuse high-tension situations.
Strong influencing and facilitation skills, which surface differing viewpoints and result in the best course of actions. Understands organization dynamics and can navigate appropriate channels to get results.
Analytical ability and business judgment by which cause and effect are understood, situations are accurately assessed and actions anticipated. Effectively prioritizes and manages projects.
Influence without Authority - works in a matrixed environment requiring significant ability to influence leaders and HR partners. Position reports directly to DC Director, with dotted line to Sr. HR Manager responsible for the region
Make Decisions and Solve Problems - Analyze information and evaluate results to choose the best solution and solve problems.
Coach and Develop Others - Identify the developmental needs of others and coach, mentor, or otherwise help leaders to improve their knowledge or skills. Includes providing direct coaching and feedback to DC Director and his/her leadership team.
Communication - Effective verbal and written communication with individuals at all levels.
Change Leadership - Ability to lead people at all levels through significant changes in ambiguous situations
Travel - Limited; 3-4 out of state trips per year
Location - Greenville DC is location in Fountain Inn, SC
Regulatory: Strong knowledge of federal and state employee laws/regulations. Knowledge of OFCCP and Affirmative Action
Planning desired
Grainger is an equal opportunity employerEstimated Salary: $20 to $28 per hour based on qualifications.
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