Senior HR Manager, Worldwide Grocery Stores (WWGS)

Description

The Senior HR Manager leads the Worldwide Grocery Stores (WWGS) EU Operations HR organisation. The role is responsible for and manages field HR teams, activities and initiatives across WWGS fulfilment centres and physical stores. The role acts as the designated change/communications champion for HR whilst also working on ensuring compliance and state-of-the-art HR practices, policies, and programs across multiple locations. The role focuses on aligning HR strategies and practices with regional and country business goals, driving HR operational excellence, and supporting the overall HR needs of the region. The role also acts as an escalation point and strategic business partner to the International Grocery Director and General EU Manager for the region. This role is dynamic, challenging, has a high level of responsibility and remit and is an inspiration to all leaders in the HR organisation.

Key job responsibilities

• Leads the International Grocery HR field team which works on defining/implementing overall people strategy and projects that drive overall people goals/strategy.

• Partner strategically and effectively with the International Director of Grocery/General Manager/Senior Operation Managers/Sites Managers/Operation Managers within the region.

• Be a strategic partner to Grocery for all people related matters (organizational development; DEI; talent development; performance management; employee relations)

• Work closely with Sr. Leaders within the region to strategically plan for long term talent goals and business priorities, along with defining a combined Worldwide Grocery vision.

• Be actively involved in headcount/cost conversations with Business, HR, Finance, & Safety. Review resource allocation and staffing decisions across multiple locations within the region.

• Stay up-to-date on employee sentiment in each building within the region/organisation. Regularly inspect the people experience and hold Business Leaders and HR teams accountable to delivering a positive people experience and implement intentional, employee-focused action plans to drive engagement and reduce attrition.

• Leverage regular site visits/shop floor audits in line with expected cadences. Gather feedback from business partners and employees, and data/indicators to assess organisational vulnerabilities and stay close to the culture of each building

• Partner regularly with support partners (e.g. Employee Relations or ER, Legal, Internal Communications, Compensation, DEI, HR, Talent Management, Public Policy, etc.)

• Utilize deep understanding of relevant laws and social standards to partner respective Country HR Directors and ER Country Managers on the development of ER/IR strategies that can drive excellence in the region.

• Manage HR as a business and lead own team to achieve key HR operational, financial, and team goals. Break down S-team goals into region-specific goals and create strategies to balance short-term requirements with long-term business plans. Articulate clear direction for team consistent with the organization’s vision and direction. – Establish accountability for achieving business goals, and incorporate follow-up mechanisms

• Model, train, and coach team on behavioral expectations. Lead team to relentlessly advocate on behalf of the employee.

• Serve as escalation point for HR Site Leaders and Regional Partners and be an advocate for the truth. Ensure employees are treated fairly and with respect. Keep HR Sr. Leadership informed, escalate accordingly, and ask for support proactively.

• Ensure compliance for all company policies & procedures and federal, state, & provincial laws or regulations. Regularly inspect site & region adherence to company policies and procedures.

• Have structure in place to regularly communicate with all levels of the HR team in your organization/region. Engage the team during and lead/champion organizational and operational change.

• Establish effective partnerships with specialized HR functions, including HR Centers of Excellence and shared services (e.g. Compensation, Workforce Staffing, Compliance). Lead and educate HR team on their role and responsibilities regarding centralized functions (e.g. what do they own as HR Generalists versus what do they inspect; joint accountability; open lines of communication between stakeholders).

• Review talent across the HR team regularly through regular talent assessment cadences (e.g. monthly and quarterly talent reviews) and structured talent planning mechanisms (e.g. succession planning, staffing, and talent acquisition reviews). Coach and develop HR partners consistently and equitably by coaching, mentoring, and providing actionable feedback via development check-ins. Ensure HR are actively talent planning and building a talent bench to effectively look around corners and minimize business disruption.

Basic Qualifications

• Relevant degree

• Significant experience in HR management and Leadership roles

• In-depth knowledge of National and local employment laws and regulations.

• Strong analytical and problem-solving skills.

• Excellent communication and interpersonal skills.

• Demonstrated ability to lead/ manage HR initiatives and large teams.

• HR certification (e.g., CIPD, SPHR, SHRM-SCP) is a plus.

• Proficiency in HRIS and HR software.

Preferred Qualifications

• A masters degree

• Grocery Retail Experience

• Currently leading a large site/multi-site/multi-business line Field Operations PXT team

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