Overview

The Job in a Nutshell:

The HR Manager leads a group of HR Business Partners and Leaves Administrators who support a select area of grocery retail locations and one of the company Store Support Center locations.

Responsibilities

Main Ingredients:

1. Oversee employee relations and leaves team in supporting a group of retail stores as well as one of the company’s Support Center locations.
2. Meets regularly with team to review Crew case load ensuring matters are correctly prioritized and resolved in a timely manner.
3. Apply the company’s CARE philosophy and approach when collaborating with and providing support to Crew and Managers.
4. Effectively partner with managers and provide world-class customer service and solid solutions to their employee relations and leaves related challenges / projects.
5. Train and advise managers on legal pitfalls to consider when making HR related decisions and share more effective alternatives.
6. Stay informed of federal, state, and local employment and leave laws impacting our business and correctly interpret and apply them when making decisions or sharing advice.
7. Drive process improvement and document current processes and workflows to ensure consistency to include:
8. Review or creation of SOPs (Standard Operation Procedures)
9. Review or creation of tracking mechanism to provide visibility into volume of open cases.
10. Audit processes to ensure quality of work and identify gaps.
11. Partner with managers in understanding and implementing company policies related to performance, discipline, and related topics.
12. Manages compensation outliers and reviews and approved job / pay workflows in HRIS.
13. Present and participate in decision-making committee review of high impact employee relations issues with Executive and VP level leaders in HR and Operations.
14. Maintains relationship with Third-Party Administrators (TPA) related to Worker’s Compensation and is the primary point of escalation to resolve employee case issues.
15. Schedules and attends quarterly Worker’s Comp claim reviews.
16. Escalates high risk /cost claims as needed.
17. Prepare executive level reports and recommendations based on data reported.
18. Identify and develop solutions to address issues and trends in employee absences.
19. Serve as an expert resource on case management, legal requirements, company leave policies and related programs, new initiatives and projects under the general direction and guidance of HR leadership and consultation from the Legal department.
20. Partner with Safety and Loss Prevention to identify trends in Work Comp injury causation and implement programs to decrease incidents.
21. Partner with Payroll department ensuring PTO and pay data for Crew on leave is managed correctly in the HRIS system and communicated as appropriate.
22. Maintain confidentiality of sensitive information

Supervisory Responsibilities:

1. Provides comprehensive performance management of Crew by actively providing guidance, direction, mentorship and coaching and development.
2. Recruits, interviews, hires, and trains new staff
3. Oversees the daily workflow of the department.
4. Provides constructive and timely performance evaluations.
5. Handles discipline and termination of employees in accordance with company policy

Although this is a general outline of job responsibilities all employees are expected to be “hands on” and do whatever it takes to get the job done and make the company thrive.

Qualifications

Recipe for Success:

1. Minimum 4 years of related human resource experience; or any combination of education, training and experience that demonstrates the ability to perform the duties of the position.
2. Minimum 2 years of team management experience
3. Experience resolving high volume / high risk employee relations issues.
4. Experience managing high volume FMLA, Workers’ Compensation, employer leave policies and disability accommodation requests.
5. Experience and understanding of applicable federal, state, and local employment laws.
6. Multi-state/location retail experience is preferred.
7. Ability to analyze and interpret regulations and policies.
8. Excellent customer service and interpersonal skills to
9. Strong attention to detail, well organized and ability to effectively prioritize work.
10. Excellent time management skills with a proven ability to effectively meet deadlines.
11. Strong analytical and problem-solving skills
12. Strong verbal and written communication skills
13. Proficient with Microsoft Office Suite or related software
14. Dayforce HRIS experience preferred.

This job description is not an employment contract. It does not guarantee a job or that the above-listed duties are the limit of responsibilities. The job and job description are subject to change with and without notice. Employees are required to accomplish any and all tasks assigned to him/her by their manager and/or other Store Support Center manager that might not be listed in this job description.

Benefits

Here’s an overview of the benefits we offer our good4u Crew to help ensure the health and wellbeing of you and your family, now and well into the future:

All Crew Members

• Birthday Bonus Pay
• Vitamin Bucks (up to $2,080 earned as store credit annually)
• Holiday Pay for 5 Holidays – Stores Closed
• Paid Time Off (sick days and vacation) that Increases with Tenure
• Paid Nutrition Education
• good4u Crew Member Discount
• {N}power Program (customer appreciation and rewards program)
• Regular, Scheduled Pay Increases
• Advancement Opportunities and Career Development
• Health and Wellness Program
• Employee Assistance Program (EAP)
• Employee Referral Program

Full-Time Crew Members (30 hours/week)

• Medical, Dental and Vision Insurance
• Paid Parental Leave
• Paid Medical Leave (through company paid short-term disability insurance)
• Company Paid Short-Term Disability Insurance
• Company Paid Life Insurance
• Voluntary Benefits Including Hospital Indemnity, Accident Insurance, Long-Term Disability Insurance, Term Life Insurance
• Retirement Savings Plan (401k) with discretionary Company Match
• Healthcare and Dependent Care Flexible Spending Account (FSA)
• Health Savings Account (HSA) with Company Match

Diversity Statement

At the heart of Natural Grocers' commitment to our community and crew is this belief: All people should be empowered to experience health and wellbeing! We cannot be true to this conviction without honoring diversity and cultivating inclusion throughout every aspect of our organization.

At Natural Grocers, we honor our differences, embrace diversity, and cultivate inclusion because both individual and societal health are rooted in these principles. Our Crew is diverse not only in gender, race, ethnicity, sexual orientation, religion, abilities, and age but also in cultural backgrounds, thoughts, and ideas. Celebrating our diversity refreshes, expands, and shapes our perspective, energizing our mission of equitable access to health and wellness for all. We welcome everyone who would like to join us in this mission, with gratitude for the unique life experience each person brings to the table. We’re committed to nurturing an ecosystem of diversity and inclusion in which our Crew can continue to thrive.

Physical and Environmental Requirements

Physical and Environmental Demands:

N = Never

O = Occasional; 1-33% of time

F = Frequent; 34-66% of time

C = Constant; 67-100% of time

Physical Requirements:

• Must have the ability to occasionally lift or carry up to 50 lbs.
• Must have the ability to occasionally push or pull up to 30 lbs.
• Must be able to constantly use the computer for data entry and use of mouse.
• Must be able to constantly sit, use fine motor manipulations, and reach outward for the duration of the work shift.
• Must be able to frequently grip, bend, twist, and turn.
• Must be able to occasionally walk, stand, squat, kneel, and reach above chest as needed.

Environmental Requirements:

• Must be able to work occasionally with cold, heat, sharp tools and equipment, noise, contact stress, dust, fumes, and congested worksite.