JOB SUMMARY:

Accountable for the execution and delivery of HR products, services, and solutions to assigned field business partners and team members in support of activities to ensure HR service delivery excellence. Partners with the business to effectively implement local HR strategies and solutions.

Job Responsibilities:

• Provides coaching and support to operations field leader positions as they create and act on their individual development plans and lead their areas of the business. Supports succession planning, performance management, performance planning and other corporately driven talent management and OD/OE programs as directed by their manager.
• Supports their manager to deliver HR programs, services, and solutions.
• Accountable for identifying, prioritizing or responding to requests and issues resolution using company approved HR tools and techniques within established timelines.
• Provides support in various HR areas which may include new hire onboarding and assimilation, mergers and acquisition support, safety compliance and monitoring, performance and talent management programs deployment, and general team member education.
• Conducts training, coaching, and counseling in support of the deployment and early adoption of HQ or COE HR program roll-out. Ensures communication, training, and adoption of such deployments.
• Accountable for supporting the deployment of appropriate resources and tools into the field to optimize an environment where the workplace is free of all discrimination and harassment by proactively measuring employee engagement, turnover, and compliance with all applicable Federal, state, and/or municipal laws.
• Supports their manager in delivering development workshops.
• Functions as the HR representative in conducting escalated employee investigations and collaborates with appropriate HR Shared Services team members. Escalates broader based issues to the roles immediate supervisor and/or the appropriate representative(s) within the HR Shared Services function on more complex issues.
• Assists local leaders in talent acquisition activities for approved internship programs, campus recruiting, and, as needed, difficult to recruit roles. Also supports internal selection process for store/pharmacy management positions.
• Supports workforce planning initiatives for markets as directed by their manager.
• Ensure that market locations maintain a work environment that is conducive to employee self-representation.
• Guides the escalation and resolution of HR questions, issues and requests to the appropriate channels (e.g., HR Service Center), by acting as a champion of the HR shared services delivery model.

BASIC QUALIFICATIONS

• Bachelor’s degree OR a High School Diploma / GED and at least three years of experience in Human Resources (any concentration).
• Experience evaluating information to determine compliance with standards, laws, and regulations.
• Experience delivering presentations and facilitating workshops to various audience levels within an organization.
• Willing to travel up to/at least 75% of the time for business purposes (within state and out of state).

PREFERRED QUALIFICATIONS

• Certification as a PHR or SPHR as granted by HRCI.
• Experience providing field support in a multi-site/location environment.
• Intermediate level skill in Microsoft Excel (for example: using SUM function, setting borders, setting column width, inserting charts, using text wrap, sorting, setting headers and footers and/or print scaling).
• Intermediate level skill in Microsoft PowerPoint (for example: applying a theme, formatting character spacing, inserting a picture, changing slide layout and theme colors, adding transitions, customizing slide numbers, changing chart style and/or formatting font).
• Intermediate level skill in Microsoft Word (for example: inserting headers, page breaks, page numbers and tables and/or adjusting table columns).
  We will consider employment of qualified applicants with arrest and conviction records.
  Salary Range: $79300 - $127000 / Salarie

• Provides coaching and support to operations field leader positions as they create and act on their individual development plans and lead their areas of the business. Supports succession planning, performance management, performance planning and other corporately driven talent management and OD/OE programs as directed by their manager.
• Supports their manager to deliver HR programs, services, and solutions.
• Accountable for identifying, prioritizing or responding to requests and issues resolution using company approved HR tools and techniques within established timelines.
• Provides support in various HR areas which may include new hire onboarding and assimilation, mergers and acquisition support, safety compliance and monitoring, performance and talent management programs deployment, and general team member education.
• Conducts training, coaching, and counseling in support of the deployment and early adoption of HQ or COE HR program roll-out. Ensures communication, training, and adoption of such deployments.
• Accountable for supporting the deployment of appropriate resources and tools into the field to optimize an environment where the workplace is free of all discrimination and harassment by proactively measuring employee engagement, turnover, and compliance with all applicable Federal, state, and/or municipal laws.
• Supports their manager in delivering development workshops.
• Functions as the HR representative in conducting escalated employee investigations and collaborates with appropriate HR Shared Services team members. Escalates broader based issues to the roles immediate supervisor and/or the appropriate representative(s) within the HR Shared Services function on more complex issues.
• Assists local leaders in talent acquisition activities for approved internship programs, campus recruiting, and, as needed, difficult to recruit roles. Also supports internal selection process for store/pharmacy management positions.
• Supports workforce planning initiatives for markets as directed by their manager.
• Ensure that market locations maintain a work environment that is conducive to employee self-representation.
• Guides the escalation and resolution of HR questions, issues and requests to the appropriate channels (e.g., HR Service Center), by acting as a champion of the HR shared services delivery model