HR Manager

US Foods•Livermore, CA

21d•$85,000 - $135,000•Onsite

About The Position

The Human Resource Manager supports the Area Director of HR in executing the area’s vision, direction, and goals. The role helps create a safe, inclusive, and engaging culture and ensures the organization has the talent it needs to deliver key results. The HR Manager leads and influences recruitment, policy interpretation and administration, employee relations, performance management, and training; facilitates timely resolution of employee-relations issues while balancing employee and management advocacy; and supports Operations with collective bargaining agreement administration at union facilities. The position partners with leaders across the market to advance safety, employee experience, engagement, retention, and business results. It supports HR and business change campaigns, investigations, staffing and retention strategies, onboarding, performance and talent processes, leave administration, the ADA interactive process, and workers’ compensation. It also maintains personnel documentation and files and helps ensure HR practices comply with company procedures and employment laws. This is an onsite role performed in a US Foods office-based environment, with significant interaction with associates at multiple locations, including distribution centers and driver domicile yards, and occasional customer visits with territory managers. Travel of 10–15% is required. The role may receive an annual incentive plan bonus. The expected base salary is $85,000–$135,000, depending on relevant experience or education, skills, function, geographic location, and other applicable factors.

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 Microsoft Office software.
HRIS familiarity.
Effective presentation skills and ability to interface with employees at all levels.
Ability to travel 10–15%.
Bachelor’s degree or equivalent work experience.
Valid driver’s license and a motor vehicle record in good standing.
Ability to stand and walk frequently; drive a vehicle occasionally; and sit continuously.
Ability to lift and carry 1–10 pounds occasionally.
Ability to grasp and manipulate objects frequently and perform manual dexterity tasks continuously.

Nice To Haves

SHRM certification is 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, informed decisions and recognize when to escalate issues.

Responsibilities

Promote a genuine safety culture by prioritizing employee well-being, modeling safety, and holding leaders accountable for proactive engagement.
Support a positive employee experience and high engagement; identify experience defects and escalate risks to the appropriate stakeholders.
Promote engagement, retention, and EPS through consistent execution of LEAD Plays, and use data and insights to identify opportunities and make recommendations, including EPS action planning.
Partner in identifying gaps in the Associate Experience, prioritizing and planning actions, and preparing to support 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 or leader development.
Support communication and change campaigns for strategic HR and business priorities, collaborating with HR stakeholders and supporting consistent implementation of policies, plays, and routines.
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; develop staffing and retention strategies; and manage onboarding, PIPs, and IDPs.
Review and coach on hourly employee disciplinary and performance-management actions.
Coach and consult Area leaders on talent assessment and planning, performance management, and talent identification for programs, with guidance from the ADHR.
Lead market leave-administration practices, guide the ADA interactive process with the ADHR and Legal, and participate in interactive discussions with employees in compliance with ADA requirements.
Support the Workers’ Compensation Program.
Collaborate with and influence market leaders to align HR practices with business objectives and market success.
Stay current on company procedures, employment laws, and regulations to support compliance.
Maintain documentation concerning 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.