HR Business Partner III

Ahold Delhaize USA, a division of global food retailer Ahold Delhaize, is part of the U.S. family of brands, which also includes five leading omnichannel grocery brands – Food Lion, Giant Food, The GIANT Company, Hannaford and Stop & Shop. Ahold Delhaize USA associates support the brands with a wide range of services, including Finance, Legal, Sustainability, Commercial, Digital and E-commerce, Technology and more.

QUINCY, MA

Ahold Delhaize USA

<p class="p1"><strong><br />Ahold Delhaize USA, a division of global food retailer Ahold Delhaize, is part of the U.S. family of brands, which also includes five leading omnichannel grocery brands &ndash; Food Lion, Giant Food, The GIANT Company, Hannaford and Stop &amp; Shop. Ahold Delhaize USA associates support the brands with a wide range of services, including Finance, Legal, Sustainability, Commercial, Digital and E-commerce, Technology and more.</strong></p> https://www.adusa.com/

keywords: position summary,support,analysis,planning,leadership,strategy,human resources,teamwork,compliance,performance,experience,skills,qualifications,communication

Full Time

N/A

Overview: <p>The HR Business Partner role acts as a strategic partner for the organization, ensuring that HR possesses a deep knowledge of business objectives, and that HR strategy is embedded into functional areas in support of business goals. The incumbent provides strong, consistent HR leadership to the function to add value to the organization using business, operational, analytics, and talent management acumen.</p>
Responsibilities: <ul> <li>Collaborate with the HRBP Lead 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, analytics-driven support to functional area partners, in support of business goal achievement.</li> <li>Support the continual monitoring and refinement of the model as needed based on HR Business Partner and business feedback, and evolving business needs.</li> <li>Remain informed of industry and disciplinary best practices and key trends.</li> <li>Contribute to the business strategy by consulting with business functional areas to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.</li> <li>Review key business performance targets and their related talent implications with functional business leaders.</li> <li>Counsel managers consistent with company policies/practices, legal considerations, compliance regulations, and company priorities-advocating both company and associate concerns.</li> <li>Provide insights and lead action-planning efforts to proactively increase associate engagement and create a winning culture.</li> <li>Embed diversity and inclusion in staffing, associate relations, learning, and other HR discipline areas and embed them into our culture.</li> <li>Support the business proactively with internal communications, announcements, and associated change management efforts.</li> <li>Navigate through ambiguity and change by adopting agile methodology and ways of working.</li> <li>Lead business functions in forecasting and planning their talent pipeline requirements and build strategies for job reinvention as roles are being redefined in line with business strategy.</li> <li>Influence and drive talent initiatives that generate real business value.</li> <li>Utilize strategic workforce plans to drive diverse talent recruitment and pipeline initiatives; collaborate with Talent/Learning on new/innovative recruitment methods.</li> <li>Plan and support college recruitment programs to further build a diverse candidate pipeline for future succession.</li> <li>Drive diversity and track metrics within talent acquisition, ensuring a balanced and diverse slate of candidates for all positions being recruited.</li> <li>Drive and lead associate engagement efforts through being a visible, active, and involved member of the HRBP team.</li> <li>Foster 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.</li> <li>Operate as a team of HR Business Partners who act as internal consultants, proactively identifying and partnering with the business in addressing issues and concerns (associate engagement, interpersonal issues, work conditions, etc.).</li> <li>Drive a performance-driven, value-based culture working with functional areas to ensure that associates understand how their performance contributes to overall business performance.</li> <li>Define career pathways for advancement and drive development activities (MD/Succession Planning), ensuring robust IDPs are in place and progressing, especially for associates designated as talent or promotable, focus on diverse talent development.</li> <li>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.</li> <li>Create a holistic and purposeful associate experience aligned with an agile operating model.</li> <li>Additional job duties may be assigned as needed to meet the needs of the business and support our Values.</li> </ul>
Requirements: <ul> <li>Bachelor's degree: HR Certification preferred.</li> <li>7-9 years in HR as a HR practioner, with a working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, associate and/or union relations, diversity, performance management, and federal and state respective employment laws.</li> <li>Strong Analytical &amp; problem-solving skills.</li> <li>Project management, process improvement and change management skills with an ability to lead mid to large size cross-functional projects.</li> <li>Adopts agile methodology.</li> <li>Strong interpersonal, communication, and customer service skills.</li> <li>Excellent presentation, verbal and written communication skills; must be an articulate and persuasive communicator.</li> <li>Intermediate Excel and PowerPoint.</li> <li>Lead and influence outcomes without authority.</li> <li>Proven experience applying and interpreting applicable laws, guidelines, regulations, and policies.</li> <li>Ability to acquire a thorough understanding and impact the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.</li> <li>Experience convincing people, selling ideas, and influencing behavior.</li> <li>Informs and/or monitors budget.</li> <li>Executive Maturity.</li> <li>Business and financial acumen.</li> <li>Building and sustaining relationships.</li> <li>Consultation skills.</li> <li>Role model team player.</li> <li>Ability to interpret information and make business-based recommendations.</li> <li>Navigate ambiguity &amp; embrace change.</li> <li>Mentors and coaches other HRBPs.</li> <li>Up to 10-20% travel.</li> </ul>