Job Abstract

JOB SUMMARY
This position will act as a trusted adviser and leader to coach senior leaders, managers and associates, while delivering talent, leadership and organizational solutions that drive business outcomes. Additionally, this position facilitates the execution of human resource policies, programs, practices and policies across the business function they are responsible for. This position is also responsible for maintaining compliance with federal, state and regulators laws, ensuring legal compliance through human resource programs. This role will primarily provide strategic support to the Mercado store operations and its vendor partners.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Establish excellent and trusted relationships with business leaders and associates in assigned client groups and build an understanding of their strategies, challenges, opportunities, and needs
• Act as a business partner; advise leadership on all human resources issues and initiatives impacting the organization’s business goals and objectives.
• Partner with specialized HR areas including Talent Acquisition, Compensations, Benefits, Learning and Development and HR Shared Services to ensure specific needs of the client groups are met.
• Develop and Implement best practices to our HR processes
• Facilitate Leadership Development, workforce planning, succession planning
• Identify any gaps in human capital and propose and implement changes necessary to cover risks
• Serves as Associate Advocate, ensuring high levels of engagement and positive employee relations
• Stays connected to the associates, builds professional relationships and maintains a pulse on the environment
• Establishes Human Resources audits to ensure the balance of legal requirements within the business
• Develops people-reporting tools systems and/or other creative and simple techniques for compiling, preparing and presenting data
• Assists in the creation and implementation of core competencies and provides a performance management structure for the roles in their assigned functional area
• Leverages the shared services’ resources to empower managers and leaders in their functional area to expand their human resource knowledge and capabilities
• Takes accountability for and solves critical, complex and challenging situations through a partnership with local-level leadership teams
• Enforces and stays true the organization’s human resource handbook, using it as a guide for policies and procedures, and championing it within their business area

SUCCESS FACTORS

• Partners: Provides advice, resources, training and mentoring on human-resource-related topics to all managers and leaders in their business area
• Developers: Invests time and resources into the development of leader and manager human resource knowledge and competency, helping empower them to serve as frontline human resource leaders
• Champions: Gives a voice to the associates at Northgate via active listening, reflecting and reporting back on their needs to the human resources leadership team
• Purposeful Leaders: Shows commitment to creating buy-in and support for human resource processes, policies and procedures across their business area by intentionally role modeling and executing programs and initiatives
• Advocates: Drives compliance and integrity across business lines, ensuring that all leaders and managers engage in behaviors that result in compliance success

TALENT PROFILE

• Leader’s talent should include being able to:
  • Foster an environment of productivity and urgency to get work done and take accountability for team and business unit performance
  • Activate others so that projects and initiatives get off the ground quickly and effectively
  • Confidently establish a clear plan of action and bring people together to understand and meet goals
  • Manage to the individual, setting people up for success by leveraging their talents and skills when delegating work
  • Intentionally build relationships with direct reports, peers, and others to foster collaboration
  • Strategize ways to grow profit and productivity by anticipating market conditions and capitalizing on opportunities
  • Consider the bigger picture and busines impacts when solving problems and making decisions

RECOMMENDED PERFORMANCE METRICS

• Engagement surveys results for key business lines HRBP is responsible for
• Internal customer satisfaction of key leaders and managers with HR as a function
• Successful fulfillment of key business and operational goals, metrics and OKRs (Objectives and Key Results) for the business line
• Quantity and quality of key HR interventions
  • Number of and effectiveness of trainings administered to business line
  • Number of interviews conducted and quality of hiring
  • Number of conflict escalations or tickets for the business line
• Number of complaints from associates in the business line
• Employee satisfaction and engagement

RELEVANT EXPERIENCES

• Background or experience in organizational development, preferably in an HR capacity
• Four-year degree or equivalent experience in topics such as psychology, human behavior, business, economics, human resources, I/O Psychology or related fields
• Experience practicing HRBP level work within the Retail Industry
• Background or experience in leadership positions, particularly those with indirect influence responsibilities over multi-unit or department organizations
• Experience in continuous improvement activities, specifically in leading and executing them across business units or departments
• Background or experience in human resource roles, preferably those who served as resources for large and complex business units
• Background and experience in conflict resolution, negotiation and employee advocacy

IMPORTANT DISCLAIMER NOTICE

The job duties, elements, responsibilities, skills, functions, experience, educational factors, and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The Employer reserves the right to revise this job description at any time and to require employees to perform other tasks as circumstances or conditions of its business or the work environment change.

Truck drivers must be able to pass a standard drug test and qualify as being "drug-free" under the legal and medical guidelines permitted by the Drug-Free Workplace Act of 1988.” All other employees not subject to the U.S. Department of Transportation drug and alcohol rules and comparable state laws, must be able to pass a pre-employment drug test, which will not screen for non-psychoactive cannabis metabolites.

Northgate Markets is proud to be an Equal Opportunity Employer

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, or any other characteristic protected by law.

Your Right to Work – In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.

Northgate Markets will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the California Fair Employment and Housing Act (Ban the Box Law).