Human Resource Business Partner - South Portland, United States - ADUSA Supply Chain

ADUSA Supply Chain

Verified Company

South Portland, United States

3 weeks ago

Posted by:

Mark Lane

beBee recruiter

Description

Posting Date: 5/20/2024

Location: South Portland, ME

Address:
USA-ME-South Portland-54 Hemco Road

Store Code:
DC 01 Management

ADUSA Distribution is the distribution company of Ahold Delhaize USA, providing distribution services to one of the largest grocery retail supply chains in the nation.

ADUSA Distribution receives, stores, manages inventory, and ships fresh and non-perishable product throughout the network of local brand stores. ADUSA Distribution facilities handle a mix of product types, including fresh, frozen, grocery and health and beauty care items.

Our team is supporting the supply chain network evolution to an integrated self-distribution model of the future, serving leading omnichannel grocery brands - Food Lion, Giant Food, The GIANT Company, Hannaford and Stop & Shop.

To learn more about our company and the other supply chain companies of Ahold Delhaize USA

PRIMARY PURPOSE

The HR Business Partner role acts as a strategic partner for the Brand, ensuring HR possesses deep knowledge of business objectives and that the HR strategy is embedded into functional areas in support of business goals.

The incumbent provides strong, consistent HR leadership to the function with the objective of adding value to the organization using business, operational, analytics and talent management acumen.

DUTIES AND RESPONSIBILITIES

Collaborate with the VP of HR to support and guide the implementation of a uniform HR Business Partner model and expectations that promote a strategically focused HR Business Partner team able to provide exceptional, analyticsdriven support to functional area partners, in support of business goal achievement.
Support the continual monitoring and refinement of model as needed based on HR Business Partner and business feedback, and evolving business needs.
Remain informed of industry and disciplinary best practices and key trends.
Contribute to the business strategy by helping business functional areas to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
Review key business performance targets and their related talent implications with functional business leaders.
Lead critical HR initiatives/special projects.
Design and/or deliver HR training and development programs, including Performance Management, legal compliance, leadership development, and diversity, union awareness and avoidance.
Lead a team of AR and Talent Specialists according to general practices, policies, applicable laws by state based on assigned territory.
Counsel managers consistent with company policies/practices, legal considerations, compliance regulations, and company priorities—advocating both company and associate concerns.
Provide insights and lead actionplanning efforts to proactively increase associate engagement and create a winning culture.
Promote diversity and inclusion in staffing, associate relations, learning and other HR discipline areas.
Support the business proactively with internal communications, announcements and associated change management efforts.
Lead business functions in forecasting and planning their talent pipeline requirements in line with business strategy.
Utilize strategic workforce plans to drive talent recruitment and pipeline initiatives; collaborate with Talent/Learning on new / innovative recruitment methods.
Drive and lead associate engagement efforts through being a visible, active, and involved member of the brand HR team.
Foster business relationships that are built on the HR team gaining deep knowledge of business objectives and providing strategic counsel and analytics in support of goal attainment.
Operate as a member of the brand HR Team who act as internal consultants, proactively identifying and partnering with the business in addressing issues and concerns (associate engagement, interpersonal issues, work conditions, etc.).
Drive a performance driven culture working with functional areas to ensure that associates understand how their performance contributes to overall business performance.
Drive development activities (MD / Succession Planning), ensuring robust IDPs are in place and progressing, especially for associates designated as talent or promotable.
Support the business in determining internal and external learning and leadership development options to address the unique learning needs of their associate base and leadership teams.
The incumbent is focused on implementing the overarching HR Business Partner strategy and program execution. Thinking is directed towards identifying new opportunities where HR can add value to the function and requires solutions that build on industry best practice in order to improve current practice or result in the direct development of new procedures/approaches
Supports and influences the functional area it supports, as defined by the total revenues or operating budgets of the business department
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