Sr. Director, HR - Supply Chain & Stores

Grocery Outlet Corp.•Emeryville, CA

43d•$175,000 - $200,000

About The Position

As the senior HR leader for Supply Chain and Company Stores, this role shapes the endâtoâend people strategy that powers our regional distribution network and the successful operation of our Company-Owned Stores. Drawing on experience from highâvolume retail supplyâchain and store operations, the Senior Director, HR balances strategic partnership with handsâon execution. You will be a thought partner to both Supply Chain and Operations leadership on workforce planning, capability building, engagement, and organizational effectiveness for our RFCs and Company Stores. Working closely with business leaders and HR Functions, you will design and deploy HR programs (e.g., positive employee relations, safety culture, compliance, performance enablement) while driving executional rigor and accountability at every RFC/Co Store site. The role leads, guides, and develops a geographically dispersed team of HR resources, building bench strength for a growing and evolving business. Success requires equal parts bigâpicture thinking, dataâdriven decisionâmaking, and disciplined project management. This position reports to the VP, Human Resources.

Requirements

Bachelors in HR, Business, Industrial Relations, or related field required
10+ years of progressive HR leadership, including 3+ years supporting distribution/fulfillment environment. Experience supporting retail stores preferred.
Experience supporting both unionized and nonâunion workforces required.
Proven experience leading HR teams across multiple sites and large hourly workforces (50â¯-â¯200+ employees per site).
Demonstrated success driving positive employeeârelations programs and responding to organizedâlabor activities/events. Hands on experience coordinating site readiness, crafting communication strategies, and leading remediation plans.
Hands-on experience supporting large- and small-scale projects (e.g., Site relocation/expansions, productivity incentive programs).
Strong data fluency-able to build and interpret dashboards, use advanced Excel/analytics tools, and translate insights into action.
Expertise in U.S. labor and employment law (FLSA, FMLA, OSHA, NLRB) and retail/warehouse safety regulations.
Strong project and change management skills.
Ability to travel up to 25â¯% of the time across the regions.

Nice To Haves

MBA or MSâHR preferred.
Training in Agile, Lean, Six Sigma, and other methodologies preferred.

Responsibilities

Serve as an influential advisor to Supply Chain and Operations leadership on org design, workforce planning, capability building, change, and transformation.
Translate business objectives into a cohesive talent roadmap; leverage data and external benchmarks to inform recommendations.
Guide leaders in creating talent strategies that enable future growth-capacity planning, location strategy, leadership pipelines, and criticalâskill development for the future.
Serve as a thought partner on positive employee relations strategy for our non-union workforce and implement/execute program components. In partnership with the business, conduct risk assessments and mitigation plans that are aligned with broader talent and engagement strategy. Coordinate site readiness, crafting communication strategies, partnering with outside counsel, and leading remediation plans as needed.
Lead our partnership with the union and work with external counsel on contract renewal and negotiation process for our unionized workforce.
Partner with the business in the implementation of programs and change management efforts to ensure successful outcomes. Influence and guide leaders in the implementation and communication of these programs/changes.
Project manage Supply Chain talent initiatives and programs by applying rigorous project management discipline (charters, timelines, KPIs, risk assessments).
Lead the implementation of core HR/Talent processes and programs (e.g. goal setting, calibration, succession reviews, merit & incentive cycles) with on-time completion and impactful outcomes.
Create a culture of accountability and compliance across all sites. Design programs and internal process/controls to ensure enforcement and accountability. Partner with business and other stakeholders to address gaps and risks.
Lead and develop geographically dispersed HR team. Define their goals and priorities, provide ongoing coaching, guidance, and direction. Build capabilities and strengthen talent bench for a growing and scaling organization.