Director I HR Strategy & Total Rewards Position Available In Norfolk, Massachusetts

Director I HR Strategy & Total Rewards Stop & Shop – 3.3 Quincy, MA Job Details $160,000 a year 1 day ago Qualifications Microsoft PowerPoint Succession planning Microsoft Excel Supervising experience Project management Human resources HRIS Senior level Leadership Financial acumen Communication skills 10 years

Full Job Description Category/Area of Expertise:

Human Resources Job Requisition:

439738

Address:

USA-MA-Quincy-1385

Hancock Street Store Code:

Human Resources – Brands (5165066) Here at Stop & Shop, we’ve been serving our customers and neighborhoods for more than a century. A lot has changed in that time, but one thing hasn’t: Stop & Shop is a place where everyone can thrive and feel like they’re part of family. Our more than 50,000 associates enjoy competitive salaries, comprehensive benefits and discounts to support professional and personal journeys and flexibility that fits their lives. We invite you to pull up a seat and discover the ways you can make an impact. There’s always room at our table! The purpose of this role is to lead the strategic HR partnership for all functions within Corporate Support (including Merchandising, Category, Finance, Strategy, Marketing, Operations Support, and HR), Organizational Development, Build and execute the strategy and programs supporting Total Rewards and Wellness, regularly collaborating with Benefits and Compensation teams within ADUSA, Serve as liason to Field HR teams ensuring alignment and consistency in HR practices, and lead the change and organization-wide project management efforts for HRIS process and system enhancements. The scope of this role will evolve in parallel with the ongoing HR and business strategy. This role maximizes the potential of Stop & Shop’s HR strategies and provides strong, consistent HR leadership to multiple functions with the objective of adding value to the organization using business, operational, analytic, change leadership, and talent management acumen. This position requires the ability to inspire, lead, motivate, and guide a team of HR business partners through direct and indirect reporting relationships while continuously improving HR processes to ultimately grow our people and win together to deliver our strategy and purpose.

What we ask of you:

STRATEGY & HR LEADERSHIP

Create, lead, and monitor the multi-year Corporate HR, Total Rewards, and Wellness strategy by delivering timely and high-quality results and evaluating for continuous improvement. Collaborate with Field HR Directors to guide and support the implementation of a uniform HR Business Partner model and expectations that promote a strategically-focused HR Business Partner team able to provide exceptional, analytics-driven support to functional area partners, in support of business goal achievement. Utilize Associate Relations and Labor Relations expertise, refine and monitor the HRBP operational model as needed based on evolving business needs, HR Business Partner feedback and business feedback. Role model HR Business Partner 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. Lead and develop team of HR Business Partners who act as internal consultants, proactively identifying and partnering with the business in addressing issues and concerns such as associate engagement, associate relations issues, work conditions, etc. Remain informed of industry and HR best practices and key trends. Analyze and advise recommended changes and enhancements.

EXECUTIVE LEADERSHIP CONSULTATION

Advise functional leaders on people priorities within their business strategy by helping to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes. Review key business performance targets and related talent implications with functional business leaders. Partner with functional leaders in forecasting and planning their talent pipeline requirements in line with business strategy. Provide insights and lead functional action-planning efforts to proactively increase associate engagement and create a winning culture. Counsel functional leaders consistent with company policies/practices, legal considerations, compliance regulations, and company priorities-advocating both company and associate concerns. Drive and lead associate engagement efforts through being a visible, active, and involved leader of HR team. Promote diversity and inclusion in staffing, associate relations, learning, and other HR discipline areas. Support the functional leaders in determining internal and external learning and leadership development options to address the unique learning needs of their associate base and leadership teams. Partner and counsel with leaders to customize and cascade brand goals to their functions.

CORPORATE SUPPORT LEADERSHIP

Lead and develop team of HR Business Partners who act as internal consultants, proactively identifying and partnering with the business in addressing issues and concerns (associate engagement, associate relations issues, work conditions, etc.). Utilize strategic workforce plans to drive talent recruitment and pipeline initiatives in collaboration with Talent management leaders. Drive diversity within functional talent acquisition efforts, ensuring a balanced and diverse slate of candidates for all positions being recruited. Drive a performance-based culture working with functional areas to ensure that associates understand how their performance contributes to overall business performance. Drive development activities, ensuring robust IDPs are in place and progressing, especially for associates designated as talent or promotable.

TOTAL REWARDS & WELLNESS

Lead, plan, validate, and execute end-to-end annual merit planning cycle for oganization in collaboration with Finance and ADUSA Compensation Adminstration team ensuring all departments meet brand budget. Lead, plan, validate, and execute end-to-end short-term incentive (STI) and long-term incentive (GRO) planning grant, and payout cycle for the organization including communication and coordination of brand Human Resource team. Annually research and assess benefit plan options in alignment with needs of associates across the organization including cost/benefit analysis in partnership with ADUSA Benefits team and Stop & Shop Executive Committee. Analyze, set, and maintain competitive compensation ranges of jobs across the organization after receiving recommendations and research analysis from the ADUSA Compensation Administration team. Evaluate the compensation rates for all promotions and exempt new hires to maintain pay equity across the roles, functions, and the organization. Create and champion organizational Wellness education and awareness campaign to maximize the attractiveness, adoption, and value of our brand’s offerings and support. What you bring to the table: 10+ years of HR experience, including 5 years as HRBP. Experience in store management position with first-hand experience with store associate relations and labor relations. Experience supervising direct reports. Experience leading organizational change initiatives. Broad scope of HR knowledge including knowledge and expertise in the areas of: Associate Relations, Total Rewards (including compensation and benefits), Employment Law, Field HR Operations (including Associate Relations & Labor Relations), Organizational Development, HR Policies, Wellness, HRIS Technology, Talent Acquisition, Onboarding, Goal Setting, Performance Management, Learning & Development, Talent Development, Diversity & Inclusion, Talent Engagement, and Succession Planning. Significant business and financial acumen with ability to provide advanced operational insight and synthesize large quantities of quantitative and qualitative data. Excellent communication skills, oral and written. Strong Excel, PowerPoint, and presentation skills. Proven supervisory and leadership skills. Strong project management skills including conceptualizing, planning, estimating, executing, and evaluating progress and success. Strong Organizational Development skills. Strong change leadership skills including building a common goal, engaging with stakeholders, inspiring action and adoption. Deep active listening and empathy skills. Solid influencing skills. Outstanding people skills including the ability to build and maintain trusted working relationships with leaders and associates at all levels. Proficiency in SuccessFactors HRIS. What we bring to the table: Culture committed to celebrating diverse backgrounds and experiences Comprehensive benefits Opportunities for professional development and career growth Associate discounts Team of associates dedicated to serving our local customers and supporting our communities Flexible, hybrid work environment with three days a week at our Quincy corporate office and the remaining days working remotely If you are passionate about customer service, thrive in a dynamic environment, and are committed to making a difference, we invite you to apply. The starting salary for this position is $160,000 and will be commensurate with background, experience as well as internal equity. Stop & Shop is an equal opportunity employer. We comply with all applicable federal, state and local laws. Qualified applicants are considered without regard to sex, race, color, ancestry, national origin, citizenship status, religion, age, marital status (including civil unions), military service, veteran status, pregnancy (including childbirth and related medical conditions), genetic information, sexual orientation, gender identity, legally recognized disability, domestic violence victim status or any other characteristic protected by law.