HR Business Partner I

Ahold Delhaize•Hyattsville, MD

5d•Onsite

About The Position

HRBP supports the Human Resources function within the distribution facility's scope. Responsible for site or multi-site management in the areas of associate relations, labor relations, compensation, benefits, performance management, training and development, succession planning and staffing.

Requirements

Bachelor's degree or relevant experience
7-9 years HR Management
Must be readily available and reachable 24/7, capable of responding to concerns and facility emergency situations
Knowledge of labor relations and employment laws
Working knowledge of payroll functions
Ability to analyze decisions quickly and make robust decisions
Driven to deliver results, and has the courage to speak up and challenge others
Manages HR information with discretion and ensures organizational effectiveness
Develops others, drives a strong culture and ensures the highest standard for associate relations
Communicate effectively and understand how to tailor the message to certain audiences
Ability to work in a fast-paced, ever-changing, and dynamic environment
Ability to manage conflict and strive for a resolution to disputes or other issues
Ability to navigate ambiguity and lead change
Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

Responsibilities

Execute and provide feedback to improve the HRBP operating model within Supply Chain.
Partner with Supply Chain leadership to drive performance, improve KPIs, and achieve operational goals.
Provide analytics-driven insights to influence decision-making and improve business outcomes.
Remain informed on industry trends, labor environment, and HR best practices.
Lead a holistic HR approach, partnering with COEs to deliver integrated solutions.
Ensure compliance with all federal, state, and labor regulations while maintaining strong relationships.
Support and execute workforce planning strategies to Supply Chain business objectives.
Provide insights and recommendations.
Forecast talent needs and build proactive staffing and succession strategies.
Partner on design and implement inclusive recruitment strategies and diverse pipelines.
Partner with Talent Acquisition on innovative sourcing and hiring practices.
Support early career and pipeline programs to build future bench strength.
Review business performance targets and identify talent implications.
Provide data-driven recommendations to improve engagement and productivity.
Validate d approve exempt and non-exempt merit increases and job evaluations.
Counsel managers consistent with company policies/practices, legal considerations, compliance regulations, and company priorities, advocating both company and associate concerns.
Embed diversity, equity, and inclusion across all HR practices.
Navigate through ambiguity and change by adopting agile methodology and ways of working.
Support the business proactively with internal communications, announcements, and associated change management efforts.
Partner with COEs to enhance and streamline HR processes.
Build strong relationships with leadership and cross-functional partners.
Participate in the management development process.
Meet with evaluators and incumbents to define appropriate plans and training to support identified career path.
Provide direction and feedback to managers and incumbents to ensure follow-through and continued appropriateness of plan based on demonstrated performance.
Drive a performance-based culture across Supply Chain.
Act as a trusted advisor to leadership teams to assigned functional area.
Develop succession planning and career pathing strategies using Management Development/Succession Planning, and Individual Development Plans (IDPs).
Ensure robust development plans for high-potential talent.
Partner on leadership development strategies.
Drive Associate engagement in the facility through supporting Associate Recognition, Engagement Survey, engagement meetings and other initiatives.
Drive continuous improvement of the Company’s Employee Value Proposition (EVP).