Human Resources Manager, Sales

KeHE Distributors, LLC•Naperville, IL

13d•$87,230 - $116,270

About The Position

At KeHE, we’re obsessed with creating solutions, unboxing potential, and serving others – and it all starts with you. As an employee-owned distributor of natural and organic, specialty, and fresh products, we’re committed to making a positive impact and scaling our success together. With a culture that fosters development and opportunity, you’ll be embarking on a career that’s moving forward. When you join KeHE, you’re becoming part of a team that is a force for good. The Human Resources Manager, Commercial Sales serves as a pivotal strategic business partner, aligning HR initiatives, for a dedicated sales team, with greater enterprise business priorities. This individual will join a collaborative, fun team dedicated to supporting leaders at all levels with a strategic and service mindset. In addition to basic HR compliance and administration, this role will primarily focus on employee relations, workforce planning and selection, development, retention of talent and overall engagement. The successful candidate will build and maintain collaborative relationships and courageously challenge decisions, practices, and others. This individual is a cultural guardian, a change champion and aligns themselves to work that is supporting the goals and needs of the leaders and business. The Human Resources Manager must be an adaptable, strong communicator, assert a progressive and proactive approach, advocate for the employees and teams, and foster an inclusive environment consistent with KeHE’s culture, mission, and values.

Requirements

Bachelor's degree in Human Resources Management or a related field is preferred.
Ability to contribute and support to the overall goals of the Human Resources Department.
Inspirational and relational leader with a high level of credibility and collaboration.
Ability to travel to company meetings and events.
Demonstrated ability to invite diverse perspectives, promote and inclusive work environment and support workforce diversity.
Must have the ability to make recommendation to effective resolve emotional and complex problems or issues, by using judgment that is in consistent with standards, practices, policies, procedures, regulation or government law.
Capability of prioritizing and handling multiple projects simultaneously, under tight time constraints.
Able to work effectively with peers, region and corporate leadership, and the sales force in a productive collaborative environment coupled with the ability to be decisive is needed.
Ability to effectively present information and respond to questions.

Nice To Haves

PHR, SPHR preferred.

Responsibilities

Employee Relations: Partner with leaders on engagement needs, ensures information is disseminated and employees are well informed of company happenings, completes workforce investigations and seeks proper resolution, manages workplace accidents, and promotes a culture of safety and well being for the employees, works with employees and manages employee leave programs, monitors turnover and conducts exit interviews.
Org Design & Workforce Planning: Partners with leaders on assessing talent and workforce planning, monitors candidate flow and recruitment efforts of the Talent Acquisition team, interviews, and coaches on candidate selection, completes the onboarding and orientation process for new employees, partners with individuals and leaders on development planning, conducts workplace training and fosters conversations around people matters. Lead and support efforts in organizational structuring, workforce forecasting, and talent alignment to support business expansion across multiple regions.
Employee Experience: Engage employees and study our engagement data to create memorable experiences or touchpoints aimed to promote connectedness, inspire others, strengthen our culture and aid in retaining top talent.
Analytics & Insights: Use data to influence decision-making. Present metrics that shape and contribute to leadership and people strategy.
Compliance and Policy Management: Ensure compliance with labor laws, regulations, and policies and support employee relations.
Data Integrity and Administration: Ensure data accuracy across HR systems and identify opportunities to streamline workflows and automate manual tasks, balancing tactical administration and strategic partnership with our COEs.