HR Business Partner - Merchandising

Albertsons • Boise, ID

1d

About The Position

The HR Business Partner serves as a trusted partner to our National Merchandising team while also providing strong program management and execution across key talent, workforce, and organizational priorities. The role will partner with leaders at Dir and VP level on talent, performance, succession, employee engagement, workforce planning, organizational effectiveness, while coordinating key HR processes, leadership routines, dashboards, communications, and action plans. This role combines HR business partnership with disciplined program and project management, helping leaders translate business priorities into effective people strategies and ensuring critical HR processes are executed with rigor, consistency, and follow-through. The ideal candidate brings strong HR knowledge and business acumen, exceptional organizational skills, sound judgment, advanced PowerPoint and Excel capabilities, and a strong project management orientation. The individual should be comfortable working with senior leaders, managing sensitive information, and balancing HR partnership with hands-on execution.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related discipline.
• 7 plus years of progressive experience in Human Resources, preferably including HR Business Partner, Talent Management, HR Program Management, or HR Operations experience.
• Strong knowledge of core HR practices, including talent management, succession planning, performance management, employee engagement, workforce planning, and organizational change.
• Demonstrated ability to build relationships and effectively partner with business leaders.
• Strong project and program management capabilities with experience managing multiple complex workstreams simultaneously.
• Advanced proficiency in Microsoft PowerPoint and Excel, including executive presentations, dashboards, data analysis, and tracking tools.
• Strong analytical capability with the ability to translate data into insights and actions.
• Excellent written, verbal, and presentation communication skills.
• Strong judgment and demonstrated ability to handle confidential and sensitive employee information.
• Experience supporting senior leaders and/or complex organizations preferred.

Responsibilities

• Serve as an HR partner to assigned business leaders at Dir and VP level, developing an understanding of their business priorities, organization, talent, and workforce needs.
• Build trusted relationships with leaders and provide practical HR guidance on talent, performance, engagement, organizational effectiveness, and workforce matters.
• Provide coaching and guidance to leaders on people leadership, team effectiveness, employee development, performance management, and employee engagement.
• Bring forward relevant HR data, trends, and insights to inform leader discussions and people decisions.
• Connect leaders with HR Centers of Excellence and other HR partners when specialized expertise is required.
• Coordinate and support the interactive accommodation process, engaging appropriate HR, Leave, Employee Relations, Legal, and other subject-matter experts as needed.
• Support talent review processes, including logistics, scheduling, and documentation.
• Partner with leaders and HR leadership to facilitate talent reviews and succession planning processes.
• Coordinate end-to-end talent review logistics, including timelines, templates, calibration materials, meeting preparation, and follow-up.
• Maintain succession plans, talent profiles, readiness assessments, critical role information, and development actions.
• Track development commitments and succession actions to ensure continued progress and accountability.
• Identify themes and talent trends across the organization and elevate areas requiring leadership attention.
• Support leaders through annual and ongoing performance management processes.
• Provide guidance on goal setting, performance conversations, development planning, and performance differentiation.
• Help leaders identify and address performance concerns in partnership with Employee Relations and other HR resources as appropriate.
• Track completion and key trends across performance processes and identify areas requiring follow-up.
• Support calibration discussions and preparation of leadership materials.
• Coordinate employee engagement surveys and related activities across assigned organizations.
• Analyze engagement results and help leaders identify key themes, strengths, and opportunities.
• Facilitate or support leadership discussions to translate engagement insights into meaningful actions.
• Partner with leaders to develop engagement action plans and track progress against commitments.
• Maintain visibility to engagement priorities and ensure appropriate follow-through.
• Support team effectiveness and organizational health initiatives based on business and employee needs.
• Partner with leaders and HR leadership to support workforce planning activities aligned with business priorities.
• Coordinate workforce planning inputs, including headcount, talent needs, critical capabilities, vacancies, organizational structure, and future workforce requirements.
• Help identify workforce gaps, organizational risks, talent implications, and opportunities for improved effectiveness.
• Develop workforce scenarios, analyses, and leadership materials to support decision-making.
• Support organizational changes, restructuring activities, and reduction-in-force processes through project coordination, documentation, tracking, and communication support.
• Develop and maintain HR dashboards, scorecards, and recurring reporting across key people metrics.
• Track metrics related to headcount, turnover, talent, succession, engagement, performance, workforce planning, and other HR priorities.
• Analyze workforce data to identify trends, risks, and opportunities requiring leadership attention.
• Translate HR data into clear insights and executive-level presentations that support business and talent decisions.
• Ensure accuracy, consistency, and appropriate confidentiality of HR data and reporting.
• Continuously improve reporting tools and processes to increase efficiency and leadership visibility.
• Provide project management leadership for key HR initiatives and annual people processes.
• Build and maintain project plans identifying milestones, owners, dependencies, risks, decisions, and deliverables.
• Coordinate work across HR Business Partners, Centers of Excellence, business leaders, and other stakeholders.
• Proactively identify risks or delays and drive actions needed to keep initiatives on track.
• Establish strong tracking mechanisms for decisions, commitments, and follow-up.
• Develop repeatable processes, templates, tools, and routines that improve HR effectiveness and consistency.
• Manage multiple concurrent priorities while maintaining high standards of quality and accuracy.
• Prepare leaders for key talent, workforce, engagement, performance, and organizational discussions.
• Develop agendas, presentations, pre-reads, dashboards, talking points, and supporting materials.
• Facilitate or support leadership meetings and working sessions as appropriate.
• Capture decisions, actions, owners, and timelines and ensure appropriate follow-through.
• Anticipate leadership needs and ensure materials are concise, accurate, and decision-oriented.
• Create polished, executive-ready PowerPoint presentations that effectively communicate complex HR information.

Benefits

• Competitive wages paid weekly
• Access to up to 50% of your earned wages before payday, via our partnership with Stream
• Associate discounts
• Health and financial well-being benefits for eligible associates (Medical, Dental, 401k and more!)
• Time off (vacation, holidays, sick pay).
• Leaders invested in your training, career growth and development
• An inclusive work environment with talented colleagues who reflect the communities we serve

What This Job Offers

• Job Type: Full-time
• Career Level: Senior