HR Manager - Buffalo, NY

US Foods•Buffalo, NY

1d•Onsite

About The Position

The Human Resource Manager’s (HRM) mission is to support the Area Director of HR in executing the area vision, direction, and goals. The Human Resources Manager helps create a safe, inclusive, and engaging culture, ensuring that the organization has the right talent in the right roles at the right time to deliver our Key Results. The HRM leads, manages and influences recruitment, policy interpretation and administration, employee relations, performance management and training. Facilitates timely resolution of employee relations issues while maintaining an appropriate balance between employee and management advocacy. Supports Operations with the administration of the collective bargaining agreement(s) in union facilities. The ideal experience level for this role will be HR Generalist or HR Business Partner with minimum 6 years HR experience with at least 4 in professional (non-administrative) role.

Requirements

Minimum 6 years HR experience with at least 4 in professional (non-administrative) role.
Experience consulting with and advising small management teams.
Demonstrated strong foundation in core HR fundamentals to effectively support and advise the organization on various HR practices and processes.
Familiarity with legislation concerning employment such as: ADA, FMLA, EEOC, FLSA, Title VII.
Working knowledge of MS Office software required.
HRIS familiarity.
Effective presentation skills.
Ability to interface with all employee levels.
Bachelor’s degree or equivalent work experience required.
Valid driver’s license required & motor vehicle record must be in good standing.

Nice To Haves

SHRM certification desirable.
Prior employee relations experience.
Experience working in a collective bargaining environment.
Prior experience with affirmative action requirements at a Federal government contractor.
Excellent verbal and written communication skills.
Strong organizational and time management skills.
Ability to make timely and informed decisions and understand when to escalate issues.

Responsibilities

Ensure a genuine safety culture that fosters employee well-being through engagement and leadership accountability.
Role model and prioritize the value of safety at all times.
Challenge leaders to set the right tone for safety and hold them accountable for proactive efforts that drive engagement.
Advocate for a positive employee experience and high engagement.
Be able to identify employee experience defects and escalate those risks to the right stakeholders.
Promote a positive work environment across the Market that drives engagement, retention, and EPS, through consistent execution of LEAD Plays.
Utilize data and insights to identify opportunities and make recommendations when appropriate (i.e EPS action planning).
Be a present, active thought partner and participant in identifying gaps in the Associate Experience, prioritization and action planning, and preparing to support during labor negotiations.
Participate in the development of department goals and objectives and execute plans to meet these goals.
Advise supervisors and managers on application of Company policies to ensure consistency and accurate policy interpretation interdepartmentally.
Facilitate training as needed, I.e. orientation or leader development.
Execute & support communication and change campaigns for strategic HR and business priorities, driving employee adoption and accelerating ROI.
Support leaders to create the necessary beliefs and experiences for our associates to change culture and thus, results.
Collaborate with HR stakeholders to support campaigns and deliver consistent programmatic messaging across the HR function.
Maintain accountability to support consistent implementation and execution of policies, plays, and routines.
Lead investigations with support of the ADHR when assigned, partner with Compliance on investigations they lead; effectively summarize findings and provide recommendations for employee relations investigations in conjunction with Region HR, Compliance, Legal, and functional leaders.
Support recruitment efforts, help develop staffing and retention strategies, manage onboarding, PIP’s and IDP’s.
Review and coach on hourly level disciplinary / performance management actions.
Provide coaching and consulting support to Area leaders, with guidance from the ADHR, in completing talent assessment and planning processes, performance management processes and talent identification for various programs.
Lead leave administration practices for the market, provide guidance for the interactive process in conjunction with ADHR and Legal.
Participate in interactive discussions with employees in compliance with ADA and support the Workers Compensation Program.
Collaborate with and influence market leaders to ensure HR practices align with business objectives and drive market success.
Remain up-to-date with changes in US Foods procedures, employment laws, and regulations to ensure compliance.
Maintain documentation relating to personnel activities such as staffing, recruitment, training, grievances, Affirmative Action Plans including good faith outreach efforts, and disciplinary actions.
Maintain personnel files.
Other duties assigned by manager.