HR Manager - Livermore, CA

US Foods•Livermore, CA

1d•$85,000 - $135,000•Onsite

About The Position

The Human Resource Manager (HRM) supports the Area Director of HR in executing area vision, direction, and goals. The HRM helps create a safe, inclusive, and engaging culture and ensures the organization has the right talent in the right roles at the right time to deliver key results. The role leads, manages, and influences recruitment, policy interpretation and administration, employee relations, performance management, and training. It facilitates timely resolution of employee relations issues while balancing employee and management advocacy, and supports Operations with collective bargaining agreement administration in union facilities. The HRM partners with market leaders to advance safety, employee experience, engagement, retention, and business priorities. Responsibilities include advising leaders on HR policies and processes, supporting communication and change campaigns, conducting or partnering on investigations, managing staffing and onboarding support, coaching on performance and disciplinary actions, supporting leave and workers’ compensation practices, and maintaining personnel documentation. The position is office-based onsite, with interaction across distribution centers, driver domicile yards, and occasional customer visits. Travel of 10–15% is required.

Requirements

At least 6 years of HR experience, including at least 4 years in a professional, non-administrative role.
Experience consulting with and advising small management teams.
Strong foundation in core HR fundamentals to support and advise the organization on HR practices and processes.
Familiarity with employment legislation including ADA, FMLA, EEOC, FLSA, and Title VII.
Working knowledge of MS Office software; HRIS familiarity; effective presentation skills; and ability to interact with employees at all levels.
Bachelor’s degree or equivalent work experience.
Valid driver’s license and a motor vehicle record in good standing.
Ability to travel 10–15%.

Nice To Haves

SHRM certification is desirable.
Prior employee relations experience and experience in a collective bargaining environment are preferred.
Prior experience with affirmative action requirements at a Federal government contractor is preferred.
Excellent verbal and written communication skills.
Strong organizational and time-management skills; ability to make timely, informed decisions and recognize when to escalate issues.

Responsibilities

Promote a genuine safety culture through employee engagement, leadership accountability, and proactive safety efforts.
Promote a positive employee experience, engagement, retention, and execution of LEAD Plays; identify experience gaps and risks, use data and insights to recommend actions, and support action planning and preparation for labor negotiations.
Participate in developing department goals and objectives and execute plans to meet them.
Advise supervisors and managers on Company policy application and interpretation, and facilitate training such as orientation and leader development.
Support communications and change campaigns for strategic HR and business priorities, working with HR stakeholders to deliver consistent messaging and implementation.
Lead assigned investigations with support from the ADHR and partner with Compliance on investigations it leads; summarize findings and recommend actions with relevant HR, Compliance, Legal, and functional leaders.
Support recruitment, staffing and retention strategies, onboarding, performance improvement plans (PIPs), and individual development plans (IDPs).
Review and coach hourly-level disciplinary and performance management actions; advise Area leaders on talent assessment, planning, performance management, and talent identification processes.
Lead market leave-administration practices, guide the interactive process with the ADHR and Legal, participate in employee interactive discussions consistent with ADA, and support the Workers’ Compensation Program.
Collaborate with and influence market leaders to align HR practices with business objectives and maintain awareness of changes to Company procedures, employment laws, and regulations.
Maintain documentation of personnel activities, including staffing, recruitment, training, grievances, Affirmative Action Plans and good-faith outreach, and disciplinary actions; maintain personnel files.
Perform other duties assigned by the manager.