Senior HR Generalist - Supply Chain

Meijer•Lansing, MI

19d•Onsite

About The Position

As a family company, we serve people and communities. When you work at Meijer, you’re provided with career and community opportunities centered around leadership, personal growth and development. Consider joining our family – take care of your career and your community! Meijer Rewards Weekly pay Scheduling flexibility Paid parental leave Paid education assistance Team member discount Development programs for advancement and career growth Please review the job profile below and apply today! The role of the Sr. HR Generalist is to provide Human Resources support for assigned Corporate Department(s). This position supports the creation, delivery, and implementation of Human Resource programs and services to these corporate & retail organizations. This HR leadership role is customer focused and committed to delivering uncompromising customer service. Position will be onsite Monday-Friday at our distribution center complex in Lansing MI. Remote requests will not be considered.

Requirements

Bachelor's degree (Human Resources or Business degree preferred) or related work experience.
3 - 5 years of Human Resources experience, including previous leadership/management experience.
Project Management experience such as the development of HR metrics, retention strategies or the implementation of a college relations program.
Experience deploying workforce planning systems including talent management, succession planning and leadership development.
Organizational development and change management experience.
Previous Case Management experience (to include corrective action processes, terminations, conflict mediation, etc.).
Ability to present thought leadership.
Ability to take initiative and work independently.
Strong planning, organizational and problem solving skills.
Demonstrated ability to listen attentively and actively.
Excellent communication skills both oral and written as well as the ability to facilitate both small and large groups in a variety of forums including formal presentations, working meetings, business reviews and informal discussions.
Demonstrated ability to design effective meetings and small group interactions including one to one discussions and conflict mediations.
Ability to develop and maintain effective relationships and to build a positive rapport with all levels of the organization (up, down and sideways).
Working knowledge of Microsoft Office applications and the ability to learn HR systems applications.

Responsibilities

Serve as a primary HR contact for team members and leaders within distribution facilities, fostering strong relationships and providing guidance on HR policies and practices.
Manage employee relations issues, including conducting investigations, administering corrective actions, addressing complaints, providing career counseling, and participating in grievance meetings and arbitration processes.
Collaborate with union representatives to resolve concerns, respond to grievances, and maintain positive labor relations.
Partner with leadership to develop and maintain an organizational design structure that provides appropriate levels of management as well as development opportunities.
Assist in the internal development programs by collaborating and mentoring participants.
Direct change management initiatives by developing awareness, understanding, ownership and accountability for change.
Work with leadership to develop pragmatic and effective approaches to talent acquisition in a way that improves attraction and retention of talent.
Develop and maintain effective relationships with key stakeholders in corporate functions and Corporate HR to ensure that HR strategies support and drive the accomplishment of business initiatives within a given function.
Identify and assess business partner needs for employee and management development and training; coordinating with business partners to deliver cross-functional and on-the-job training; collaborating with specialist on the development of effective training interventions including conducting performance appraisals, giving and receiving feedback, competency development and assessment leadership development.
Work in collaboration with Talent Acquisition developing and maintaining entry level rotational programs and internship programs; partnering in recruiting, interviewing and selection efforts for both exempt and on exempt positions; creating and maintaining key relationships at select colleges and universities; attending on campus job fairs and conducting program overview for perspective candidates; engaging senior management in recruiting efforts.
On-boarding program for new hires.
Conduct talent review meetings up to director level roles. Facilitate career path planning discussions with the management team. Implement corporate programs that further develop team members and those who serve in leadership roles like mentoring programs and specialized training programs.
Facilitate team building and training sessions to further develop and build internal skills to resolve conflict.
Establish HR metrics to help business partners understand HR related topics that support and drive business results.
Ensure employment compliance in such areas as I-9’s, poster compliance, minors, wage and hour, for cause substance abuse testing, and annual audits. Ensure implementation and monitor compliance of existing company policies and programs such as postings, orientation, retention, exit interviews and revisions to handbooks and orientation materials.
Act as a liaison to business partners and Corporate Total Rewards regarding compensation and benefit issues.