HR Business Partner

Category/Area of Expertise:Human Resources

Job Requisition:448090_external_USA-MA-Quincy

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 HR Business Partner (HRBP) role acts as a functional partner ensuring that HR possesses deep knowledge of business objectives and that HR strategy is embedded into functional areas in support of business goals. 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 maintain confidentiality of individual and organizational talent data and insights and a natural passion to grow our people, obsess over customers, and win together to deliver our strategy and purpose.

What we ask of you:

HR BUSINESS PARTNERING APPROACH:

• 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.
• Support the continual monitoring and refinement of model as needed based on HR Business Partner and business feedback, and evolving business needs.
• 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.
• 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, health and wellness, benefits and compensation, etc.).
  
  

HR BUSINESS INSIGHTS & COACHING:

• 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.
• Advocate for the associates and business consistent with company policies/practices, legal considerations, compliance regulations, and company priorities—advocating both company and associate concerns.
• Provide insights and lead action-planning 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
  
  

TALENT PLANNING:

• 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 Associate Experience team on new and/or innovative recruitment methods.
• Plan and support college recruitment programs to further build candidate pipeline for future succession.
• Drive inclusivity and diversity within talent acquisition, ensuring a broad slate of candidates for all positions being recruited.
  
  

ASSOCIATE ENGAGEMENT:

• Drive and lead associate engagement efforts through being a visible, active, and involved member of the HRBP team.
  
  

PERFORMANCE & TALENT MANAGEMENT:

• 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 and succession planning, ensuring robust Individual Development Plans (IDPs) are in place and progressing, especially for associates designated as talent or promotable.
• Solicit and shape nominations for internal and external award recognition for individuals and/or teams.
• 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
  
  

What you bring to the table:

• 3-5 years of HR experience, business administration, or related experience
• Bachelor’s degree or similar work experience
• Broad scope of HR knowledge including knowledge and experience in the areas of: Associate Relations, Total Rewards (including compensation and benefits), Employment Law, Labor Relations (necessary for Field HR roles), Organizational Development, HR Policies, Wellness, Talent Acquisition, Onboarding, Goal Setting, Performance Management, Learning & Development, Talent Development, Inclusion, Diversity & Engagement, and Succession Planning.
• Preferred experience in Grocery Retail and proficient understanding of the industry
• Proficiency using HRIS system; SAP SuccessFactors Suite (including Calibration, Compensation, Learning, Goal Setting, Onboarding, Performance, Reporting, and Succession), preferred
• Broad scope of Talent Management and HR knowledge including in the areas of: Onboarding, Goal Setting, Performance Management, Talent Development, Talent Acquisition, Succession Planning, Associate Relations, Total Rewards (including compensation and benefits), Employment Law, HR Policies, and HRIS Technology.
• Solid and curious business acumen with ability to provide operational insight and synthesize large quantities of quantitative and qualitative data.
• Self-motivated self-starter with solid organizational skills to drive business objectives and department timelines.
• Strong and proven time management skills.
• Ability to lead associate relations investigations with objectivity.
• Strong, proactive and articulate interpersonal and communication skills, verbal and written with all levels of leadership and peers.
• Strong process improvement and systems thinking with a proven track record of utilizing continuous improvement evaluation and implementation methodologies as a business practice.
• Outstanding people skills, including the ability to demonstrate deep listening with empathy and build and maintain trusted working relationships with leaders and associates at all levels.
• Intermediary project management skills leading mid-size cross-functional projects.
• Ability to lead multiple, concurrent priorities.
• Ability to make decisions requiring complex problem solving.
• Ability to handle confidential information with discretion.
• Ability to provide basic operational insight and baseline HR metrics.
• Strong presentation skills, both in person and virtual formats.
• Solid influencing and consulting skills.
• Intermediary MS Office skills, including Excel, PowerPoint, Word, and Forms.
• Solid change management skills including supporting a common goal, informing and engaging with others, inspiring action and adoption.
  
  

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 $106,480 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.