What are the responsibilities and job description for the Human Resources Business Partner position at Sprouts?
Overview
The Human Resources Business Partner is responsible for shaping Sprouts culture and supporting values, managing performance, driving talent development, engagement and communication.
Main Responsibilities
Proactively drive Sprouts culture through support of values, team member engagement, and reduction of turnover. Maintain strategic presence in stores to promote and influence Sprouts culture, ascertain areas where improvements can be made, and develop suggested action plans with District Director. Support the execution of Sprouts strategy and initiatives by bringing focus to priorities and ensuring adoption within assigned District.
Talent Development
Partner with District Director and store leadership in crafting and executing development plans for high-potential leaders, ensuring plans are measurable and using the provided tools from Talent Management. Coordinate and lead development planning meetings with District Director to review high-potential leader's development plans and execution of those plans. Spend value-added time in stores with high-potential leaders working on development plans and activities to prepare for future roles.
Employee Relations
Support development and promotion of internal talent through partnership with District Director to offer targeted growth opportunities including cross functional roles, special work assignments, stretch assignments, peer leadership, etc. Lead development of team members through succession planning to improve placement in 9-box each quarter. Develop and support bench strength for future placement in critical roles including Assistant Store Manager, Store Manager, Operations Specialist and District Director. Ensure top talent is exported from the district to support strength of Sprouts talent pool enterprise wise.
Communication and Strategy
Coordinate with HR peers, District Directors and TA to define key candidates for export and ensure these candidates are presented for opportunities outside of current District. Interview and assess candidates for Store Manager roles, providing key feedback, findings and approval. Participate in Store Manager Certification process as a partner to District Director, weighing in on competencies and characteristics and overall readiness for certification. Partner with Talent Acquisition Advisors on staffing gaps and remediation plans within assigned district, meeting to review Optimal Headcount and Turnover reports regularly.
Additional Responsibilities
Execute change management strategies based on HR and Sprouts initiatives. Champion and drive Sprouts Recognition programs through use in stores. Responsible for ensuring effective communication of business strategies and policy changes. Serve as a lead in the district as well as drive major initiatives within the HR department. Support the HR Department as needed in creating, executing and monitoring a local ER strategy. Audit policies and practices and take necessary actions to ensure compliance with local and federal employee relations laws. Anticipate or identify and respond to issues that indicate a problematic work environment.
The Human Resources Business Partner is responsible for shaping Sprouts culture and supporting values, managing performance, driving talent development, engagement and communication.
Main Responsibilities
Proactively drive Sprouts culture through support of values, team member engagement, and reduction of turnover. Maintain strategic presence in stores to promote and influence Sprouts culture, ascertain areas where improvements can be made, and develop suggested action plans with District Director. Support the execution of Sprouts strategy and initiatives by bringing focus to priorities and ensuring adoption within assigned District.
Talent Development
Partner with District Director and store leadership in crafting and executing development plans for high-potential leaders, ensuring plans are measurable and using the provided tools from Talent Management. Coordinate and lead development planning meetings with District Director to review high-potential leader's development plans and execution of those plans. Spend value-added time in stores with high-potential leaders working on development plans and activities to prepare for future roles.
Employee Relations
Support development and promotion of internal talent through partnership with District Director to offer targeted growth opportunities including cross functional roles, special work assignments, stretch assignments, peer leadership, etc. Lead development of team members through succession planning to improve placement in 9-box each quarter. Develop and support bench strength for future placement in critical roles including Assistant Store Manager, Store Manager, Operations Specialist and District Director. Ensure top talent is exported from the district to support strength of Sprouts talent pool enterprise wise.
Communication and Strategy
Coordinate with HR peers, District Directors and TA to define key candidates for export and ensure these candidates are presented for opportunities outside of current District. Interview and assess candidates for Store Manager roles, providing key feedback, findings and approval. Participate in Store Manager Certification process as a partner to District Director, weighing in on competencies and characteristics and overall readiness for certification. Partner with Talent Acquisition Advisors on staffing gaps and remediation plans within assigned district, meeting to review Optimal Headcount and Turnover reports regularly.
Additional Responsibilities
Execute change management strategies based on HR and Sprouts initiatives. Champion and drive Sprouts Recognition programs through use in stores. Responsible for ensuring effective communication of business strategies and policy changes. Serve as a lead in the district as well as drive major initiatives within the HR department. Support the HR Department as needed in creating, executing and monitoring a local ER strategy. Audit policies and practices and take necessary actions to ensure compliance with local and federal employee relations laws. Anticipate or identify and respond to issues that indicate a problematic work environment.
