ADUSA Distribution is the distribution company of Ahold Delhaize USA, providing distribution services to one of the largest grocery retail supply chains in the nation. ADUSA Distribution fosters a culture that inspires and empowers our associates to always deliver exceptional service and value. Our team is supporting the supply chain network evolution to an integrated self-distribution model of the future, serving leading omnichannel grocery brands – Food Lion, Giant Food, The GIANT Company, Hannaford and Stop & Shop. To learn more about our company and the other supply chain companies of Ahold Delhaize USA

Position Summary:

The Director-HRBP role acts as a strategic partner for the Distribution & Transportation brand, ensuring that HR possesses a deep knowledge of business objectives and that the 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.

This position will support our Distribution Centers in the following locations:

• Maine- South Portland, Winthrop
• New York- Schodack Landing, Chester
• Connecticut- Manchester, Plainville
• Pennsylvania- York, Mountville, Bethlehem

Principle Duties and Responsibilities:

• Collaborate with the HR 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 the model as needed based on HR Business Partner and business feedback, and evolving business needs.
• Remain informed of industry and disciplinary best practices and key trends.
• Contribute to the business strategy by consulting with 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.
• Counsel managers 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.
• Embed diversity, equity & inclusion in staffing, associate relations, learning, and other HR discipline areas and embed them into our culture.
• Navigate through ambiguity and change by adopting agile methodology and ways of working.
• 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.
• Influence and drive talent initiatives that generate real business value.
• Utilize strategic workforce plans to drive diverse talent recruitment and pipeline initiatives; collaborate with Talent/Learning on new/innovative recruitment methods.

• Drive and lead associate engagement efforts through being a visible, active, and involved member of the HRBP team.
• 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.
• 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.).
• Drive a performance-driven, value-based culture working with functional areas to ensure that associates understand how their performance contributes to overall business performance.
• 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.
• 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.
• Create a holistic and purposeful associate experience aligned with an agile operating model.

Skills & Abilities:

• Leadership/ Managerial skills
• Proven analytical & problem-solving skills
• Project management, process improvement & change management skills
• Excellent presentation, verbal and written communication skills; must be an articulate and persuasive communicator Intermediate Excel & Powerpoint
• Negotiation skills & influencing others
• Thorough knowledge of employment-related laws and regulations.

• Executive Maturity
• Well-developed business acumen and proven enterprise business and financial acumen
• Building and sustaining relationships at all levels throughout the organization
• Collaboration and consultation skills
• Excellent people leadership skills
• Lead through ambiguity & embrace change

Other requirements:

• Bachelor’s degree; MBA or Master’s Degree strongly preferred
• 10+ years in HR management and business administration
• 20%+ travel

We are an organization that values diversity and encourages all qualified individuals to apply 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.

Our organization is committed to working with and providing reasonable accommodations to individuals with disabilities, including applicants. If you have a disability and require assistance in the application process, please email recruiting@adusasc.com.