Human Resources Director

The role of the Regional Human Resource Director is to serve and lead the Human Resource business partner model for the regional store locations. The Regional Human Resource Director functions as the consultative and strategic partner to regional operations leadership. This role is responsible for supporting and modeling Meijer’s Core Values, Talent Brand Promise and competencies throughout the region and organization, and works in collaboration with other disciplines to support the Meijer brand. Building and maintaining a strategic partnership with regional leadership, store teams, HR Centers of Excellence to proactively design and implement HR strategy in alignment with business need, leveraging data analysis and forecasting, is critical for this role. The role is both strategic and hands on in executing talent management, employee and labor relations, talent acquisition, workforce planning and compliance initiatives for a 35+ unit multi format region. What You'll be Doing: Develops and maintains effective relationships with key stakeholders to ensure alignment of HR and business strategy in support of operational growth and exceptional customer service. Serves as a member of the regional senior leadership team to make key decisions and develop strategic plans and objectives for the business. Leads and advises team responsible for employee dispute resolutions and labor relations matters, in both union and non-union store environments. Identifies, assesses and resolves matters involving employee/labor relations, employee engagement and work performance. Represents the company on matters pertaining to its employee, labor and community relations. Ensure alignment business decisions made by the regional senior leadership team with the companies culture and leadership philosophy aspirations Coaching and development of the regional human resource team and regional leadership. Provides guidance and assessment of the learning & development programs and/or strategies utilized in the region. Advises and counsels business partners in managing the development and performance of their staff. Is accountable for workforce planning and as a subset of this work is accountable for talent management, succession planning and deploying special projects designed to identify, attract and retain this top talent, including assisting with the hiring and recruiting efforts of hourly team members. Accountable for leadership development program utilization and success including budget attainment. Identifies and assesses business partner needs for employee and management development and training. Coordinates with business partners to deliver cross-functional and on-the-job training. Collaborates with Talent Management Center of Excellence on the development of effective training interventions. Leads and takes ownership of the full performance management process execution and measurement for the region. Leads and advises Stores Recruiter and hiring team on sourcing, recruiting, interviewing, selection and retention efforts for both exempt and non-exempt level positions. In collaboration with Talent Acquisition, develops and maintains the entry level rotational program and internship program. What You Bring With You (Qualifications): Bachelor’s degree is required. Bachelor’s degree in Human Resources or Business is preferred. Master’s or Advanced degree preferred as well as professional certification 8+ years of Human Resources experience, including previous leadership experience Experience working in a collective bargaining environment is required Project management experience, such as the development of HR metrics or retention strategies Previous case management experience (to include corrective action processes, terminations, conflict mediation, etc.). Experience deploying workforce planning and development systems including talent management, succession planning and leadership development

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