Corporate HR Manager - Talent Acquisition, Development, Employee and Labor Relations

Jerry's Enterprises•Edina, MN

1d•$115,000 - $145,000•Onsite

About The Position

Jerry's Enterprises, Inc. has an exciting opportunity for a Corporate HR Manager - Talent Acquisition, Development, Employee and Labor Relations. This position manages leadership and exempt-level recruitment, succession planning, talent reviews, leadership development, and employee and labor relations support for corporate, retail, distribution, and small-format locations. The position partners closely with operational leadership and the Vice President of Human Resources to build strong internal talent pipelines, develop future leaders, support effective performance management, and ensure consistent employee-relations practices.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Development, or related field.
5+ years of progressive HR experience, with experience in talent acquisition, employee relations, or talent management. An equivalent amount of education/experience may be considered.
Solid employee relations and labor relations experience.
Experience conducting workplace investigations and handling complex employee-relations matters.
Strong consulting and relationship-building skills with operational leaders.
Strong organizational, communication, and problem-solving skills.
Ability to manage multiple priorities across a decentralized, multi-location organization.
Proficiency with Microsoft Office, including Excel, highly preferred.
Solid Full cycle recruiting experience.
Experience with leadership development programs.

Nice To Haves

Experience with Workday or another enterprise HRIS, highly preferred.
Experience managing recruiting/search-firm relationships.
PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.

Responsibilities

Lead recruitment efforts for Assistant Store Director positions and above.
Partner with leadership to identify talent needs and succession opportunities.
Manage executive and leadership-level search processes from sourcing through onboarding.
Partner with the Learning and Development HRBP to design and facilitate development programs for continued Assistant Store Director development.
Create a bench of viable Assistant Store Directors.
Partner with key leaders for internal talent review processes.
Support performance management programs and leadership assessments.
Use HR metrics to measure recruiting effectiveness, retention, and development outcomes.
Manage employee relations matters including performance management, corrective action, conflict resolution, and workplace concerns.
Serve as the primary HR contact for leaders managing employees represented by Local 1189, Local 22 and other small format locations.
Partner with union Business Agents and Operations leaders regarding contract interpretation, grievance administration, and labor-management issues.
Conduct workplace investigations and recommend appropriate resolutions.
Maintain union seniority lists.
Partner with VP HR on collective bargaining agreement negotiations.
Partner with operational leaders to identify current and future workforce and leadership needs.
Develop workforce strategies that support business growth, operational continuity, and leadership succession.
Support organizational change initiatives and workforce transitions.
Consult with leaders regarding organizational structure, staffing, talent development, and retention.
Recommend and implement HR best practices related to talent acquisition, leadership development, and employee relations.
Provide workplace training in area(s) of expertise.