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Serves as a trusted, strategic advisor to Area Staff, the local management teams, and drives field execution to support business objectives consistent with organization values. Ensures alignment of HR strategy with business objectives. Serves as the primary HR liaison for the Area Staff, the HR team and the local management teams on matters affecting the area. Consults with Region and Functional Partners to optimize effectiveness, team cohesiveness, and ensure effective business decision making particularly related to the human assets of the business. Conducts Area Employee Relations needs analysis and matches HR solutions to identified gaps. Serves as the area escalation point on employee relations issues of significant complexity.

Specific to the needs for the Metro New York Area, this role requires an experienced HR Leader seasoned in navigating and leading strategic HR direction for a complex, large-scale, high-volume facility; higher level labor relations skills are necessary.

ESSENTIAL DUTIES AND RESPONSIBILITIES 
• Drive achievement of key results for the area.
• Collaborate with Business Leaders to influence business strategy based on a deep understanding of the business implications for the area, including employee and labor relations.
• Participate in key meetings with Business Leaders to bring HR expertise to business/operational discussions with linkage to HR strategy and business objectives.
• Collaborate with appropriate HR and other teams to ensure new policies, plans, programs, and processes are effectively communicated and implemented consistently within the area.
• Drive improvement in overall team performance and direct talent planning / management which includes: 1.) supporting employee performance improvement planning—including plan development, counseling, and follow-up and 2.) working with Area Staff to facilitate the completion of all talent routines, such as TAPP and STR.
• Conduct investigations of complex Employee Relations and HR matters.
• Advise Area Leaders in conjunction with Region Leadership and Functional Partners on complex employee relations issues and manage risk effectively.  Participate in the termination approval process for the area.
• Support culture change initiatives and establish key change management strategies for business-related events impacting human capital for the area.
• Work with Area Leaders to implement appropriate organizational structures as designed and key capabilities required to achieve business objectives. Complete workforce analysis for any RIF process. Work with region leadership and legal to assess risk. 
• Review HR metrics; analyze and identify trends in key people metrics that have implications for the area.
• Drive effective Employee Relations activities designed to promote a positive work environment and advocate for the associate experience. 
• Facilitate and follow up on the development of implementation of action plans designed to address issues surfaced through employee surveys—either locally driven or corporate driven.
• Engage effectively with Functional Partners and HR Centers of Excellence.  In a market of this size with implications for Region and Company performance, partnering proactively, providing feedback, and engaging across the HR function is essential to successful execution of initiatives.

• Provide insight into Area specific needs for training to Region Leadership and centralized talent management team. 

• Lead the HR team for the area with demonstrated people leader skills including the ability to coach and counsel other people leaders

• Other duties as assigned by manager

• Travel required 10% to domiciles and events.

• Incumbent will office in one of the markets of the area they will support


SUPERVISION:
• HR Generalist and HR Coordinator

RELATIONSHIPS
• Internal: VP Field HR, Region HR Business Leader, Region President, Area President, Regional Functional leaders, Area HR, HR Functional teams, Legal, Communications, Operations Leadership, Commercial Leadership, and Frontline leaders and managers.
• External: Government agencies, external legal counsel, vendors, and candidates 

WORK ENVIRONMENT
• Inside office environment, warehouse environment, domiciles

MINIMUM QUALIFICATIONS
• Bachelor’s degree, preferably in Human Resources, or equivalent work experience required  
• Must possess a minimum of 8 years of experience in Human Resources
• Three years of experience leading people required
• Experience must be of increasing levels of responsibility 
• Experience must include support for senior level business leaders
• Experience in process-based Employee Relations required
• Labor Relations experience required
• Demonstrated ability to build relationship s at senior levels as well as deeper into the organization
• Must have direct experience leading HR
• 10% travel required

Certifications/Training
• PHR or SPHR certification strongly preferred

Licenses
• Valid driver’s license required & motor vehicle record must be in good standing.

Preferred Qualifications
• Experience in a labor-intensive industry that is highly dependent on employee and team-performance strongly preferred
• Multi-site experience preferred


PHYSICAL QUALIFICATIONS
• Must be able to perform the following physical activities for described length of time
• List the required physical activities including length of time performing each activity referencing the key below

OCCASIONALLY: 1% - 33 / FREQUENTLY: 34% - 66% / CONTINUOUSLY: 67% - 100% or NEVER

JOB REQUIRES WORKER TO: FREQUENCY:
STAND FREQUENTLY

WALK FREQUENTLY

DRIVE VEHICLE OCCASIONALLY

SIT CONTINUOUSLY

LIFT
1-10 lbs (Sedentary) FREQUENTLY

11-20 lbs (Light) OCCASIONALLY

21-50 lbs (Medium) OCCASIONALLY

51-100 lbs (Heavy) NEVER

Over 100 lbs (Very Heavy) NEVER

CARRY
1-10 lbs (Sedentary) FREQUENTLY

11-20 lbs (Light) OCCASIONALLY

21-50 lbs (Medium) OCCASIONALLY

51-100 lbs (Heavy) NEVER

Over 100 lbs (Very Heavy) NEVER

PUSH/PULL OCCASIONALLY

CLIMB/BALANCE OCCASIONALLY

STOOP/SQUAT OCCASIONALLY

KNEEL OCCASIONALLY

BEND OCCASIONALLY

REACH ABOVE SHOULDER OCCASIONALLY

TWIST OCCASIONALLY

GRASP OBJECTS FREQUENTLY

MANIPULATE OBJECTS FREQUENTLY

MANUAL DEXTERITY FREQUENTLY

1 (Push/Pull: Hand truck, gate, straps, metal ramp, truck door, dolly, boxes, truck gear shift)
2 (Climb/Balance: In/Out Truck/Trailer to cab. On/Off ramp to ground level and side doorsteps and Platform of trailer. Stairs)
3 (Grasp Objects: Hand truck, boxes, cartons, steering wheel)
4 (Manipulate Objects: Boxes, dolly, metal truck ramp, hand truck, paperwork, truck gate, straps)
5 (Manual Dexterity: Typing, use of office machines such as copiers, printers)

#LI-DL2

Compensation depends on relevant experience and/or education, specific skills, function, geographic location, and other factors as applicable by law.  The expected base rate for this role is between $110,000 and $205,000.

This role will also receive an annual incentive plan bonus. 

Benefits for this role may include health insurance, pre-tax spending accounts, retirement benefits, paid time off, short-term and long-term disability, employee stock purchase plan, and life insurance. To review available benefits, please click here: https://www.usfoods.com/careers/benefits.html.

***EOE Race/Color/Religion/Sex/Sexual Orientation/Gender Identity/National Origin/Protected Veteran/Disability Status***