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The Region Human Resources Manager serves as a pivotal link between the Area Director, Human Resources and the various sites within the Region. This role is designed to enhance HR support across multiple markets by collaborating closely with area leadership and managers to execute strategic people initiatives. The role reports directly to the Region HR Business Leader and plays a critical role in fostering an inclusive, engaging culture that attracts, retains, and develops top talent. This role is not assigned to specific markets, rather it is leveraged as a resource across the entire Region.

Serves as a trusted, HR partner and strategic advisor to Area Staff leaders, local management teams, and drives field execution to support business objectives consistent with organization values. Ensures alignment of HR strategy with business objectives. Consults with Region and Functional Partners to optimize effectiveness, team cohesiveness, and ensure effective business decision making, particularly related to the human assets of the business. Conducts Employee Relations needs analysis and matches HR solutions to identified gaps. Serves as the Area escalation point on employee relations issues of significant complexity. The Region Human Resources Manager leads, manages and influences recruitment, policy interpretation and administration, employee relations, performance management and training. Facilitates timely resolution of employee relations issues while maintaining an appropriate balance between employee and management advocacy. Supports Operations with the administration of the collective bargaining agreement(s) in union facilities.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Support Region Leadership: Assist the Region HR Business Leader in executing the vision, direction, and goals of the HR function across the region. Step into area-level as needed, demonstrating a strong understanding of regional dynamics while maintaining a market focus.
Special Projects: Lead or support special HR projects aimed at improving processes, culture, or engagement across the region. Work closely with the HR leadership team to develop and execute initiatives that align with overall business objectives.
Reporting and Analysis: Provide regular updates to the Region HR Business Leader on key metrics and insights related to talent management, employee engagement, and other HR initiatives.
Talent Management: Lead and influence recruitment efforts, ensuring that the right talent is identified and placed in roles that align with business objectives. Support managers in making effective hiring decisions and developing talent strategies. Support Region HR Business Leader with Region talent calibrations such as TAPP, STR, MYR, and YER.
Employee Relations: Facilitate the timely resolution of employee relations issues, balancing the needs of employees with management objectives. Act as a trusted advisor to front-line managers and area leaders on HR policies and practices. Support ER efforts in markets or domiciles as needed. Aide in driving a consistent ER approach across the network and ensuring consistent action plans.
Training and Development: Collaborate with area leadership to identify training needs and implement development programs that enhance employee skills and career growth. Step in to support market specific training needs (Difficult Conversations, etc.)
Relationship Building: Engage with stakeholders at all levels—Area Leaders, Area President, and Front-line Managers - to cultivate strong relationships and ensure alignment with HR strategies.
Cultural Stewardship: Contribute to the creation of a safe, inclusive, and engaging workplace culture, championing diversity and inclusion initiatives within the region.
Drive achievement of key results for the Region.
Ensure a genuine safety culture that fosters employee well-being through engagement and leadership accountability. Role model and always prioritize the value of safety. Challenge leaders to set the right tone for safety and hold them accountable for proactive efforts that drive engagement.
Collaborate with Business Leaders to influence business strategy based on a deep understanding of the business implications for the area, including employee and labor relations.
Participate in key meetings with Business Leaders to bring HR expertise to business/operational discussions with linkage to HR strategy and business objectives.
Collaborate with appropriate HR and other teams to ensure new policies, plans, programs, and processes are effectively communicated and implemented consistently within the area.
Drive improvement in overall team performance and direct talent planning / management which includes: 1.) supporting employee performance improvement planning—including plan development, counseling, and follow-up and 2.) supporting leaders to facilitate the completion of all talent routines, such as TAPP and STR, OTR.
Conduct investigations of complex Employee Relations and HR matters.
Advise Area Leaders in conjunction with Region Leadership and Functional Partners on complex employee relations issues and manage risk effectively. Participate in the termination approval process for the area.
Execute & support communication and change campaigns for strategic HR and business priorities, driving employee adoption and accelerating ROI. Support leaders to create the necessary beliefs and experiences for our associates to change culture and thus, results.
Provide HR support by assisting in the development of change management strategies and supporting communication activities to prepare for business and HR initiatives. Collaborate with HR stakeholders to support campaigns and deliver consistent programmatic messaging across the HR function. Maintain accountability to support consistent implementation and execution of policies, plays, and routines.
Advocate for a positive employee experience and high engagement. Be able to identify employee experience defects and escalate those risks to the right stakeholders. Promote a positive work environment across the Area that drives engagement, retention, and EPS, through consistent execution of LEAD Plays. Utilize data and insights to identify opportunities and make recommendations when appropriate (i.e., EPS action planning). Be a present, active thought partner and participant in identifying gaps in the Associate Experience, prioritization and action planning, and preparing to support during labor negotiations. Lead thorough investigations when assigned and partner with Compliance on investigations they lead; effectively summarize findings and provide recommendations for employee relations investigations in conjunction with Region HR, Compliance, Legal, and functional leaders.
Demonstrate a strong foundation in core HR fundamentals to effectively support and advise the organization on various HR practices and processes.
Oversee leave administration practices for the area and provide guidance for the interactive process in conjunction with ADHR, RHRBL and Legal.
Remain up to date with changes in US Foods procedures, employment laws, and regulations to ensure compliance. Develop knowledge of HR technologies, tools, and systems used within the organization.
50-75% travel required.
Incumbent offices in one of the markets of the Region supported.
Other duties as assigned by manager.

SUPERVISION:

RELATIONSHIPS

Internal: VP Field HR, Region HR Business Leader, Region President, Area Presidents, Region Function Leaders, Area HR, HR Functional Teams, Legal, Communications, Operations Leadership
External: Government agencies, external legal counsel

WORK ENVIRONMENT

Hybrid: This role is partially remote, and the associate is expected to perform assigned responsibilities from a combined home-based and office-based environment. Must live a commutable distance from one of the designated markets.

MINIMUM QUALIFICATIONS

Minimum 6 years of HR (or related) experience with at least 5 years in a professional (non-administrative) role.
Familiarity with legislation concerning employment such as: ADA, FMLA, EEOC, FLSA, Title VII.
Demonstrated ability to build relationships at senior levels as well as deeper into the organization
50-75% travel required

EDUCATION

Bachelors degree or equivalent work experience required

CERTIFICATIONS/TRAINING

SHRM certification desirable.

LICENSES

Valid driver’s license required & motor vehicle record must be in good standing.

PREFERRED QUALIFICATIONS

Prior experience working in a collective bargaining environment.
Prior experience with affirmative action requirements at a Federal government contractor.

PHYSICAL QUALIFICATIONS

Standard required physical activities including length of time performing each activity.

OCCASIONALLY: 1% - 33 / FREQUENTLY: 34% - 66% / CONTINUOUSLY: 67% - 100% or NEVER

JOB REQUIRES WORKER TO:

FREQUENCY:

STAND: FREQUENTLY

WALK: FREQUENTLY

DRIVE: OCCASIONALLY

SIT: CONTINUOUSLY

LIFT

1-10 lbs (Sedentary): FREQUENTLY

11-20 lbs (Light): OCCASIONALLY

21-50 lbs (Medium): OCCASIONALLY

51-100 lbs (Heavy): NEVER

Over 100 lbs (Very Heavy): NEVER

CARRY

1-10 lbs (Sedentary): FREQUENTLY

11-20 lbs (Light): OCCASIONALLY

21-50 lbs (Medium): OCCASIONALLY

51-100 lbs (Heavy): NEVER

Over 100 lbs (Very Heavy): NEVER

PUSH/PULL 1: OCCASIONALLY

CLIMB/BALANCE: OCCASIONALLY

STOOP/SQUAT: OCCASIONALLY

KNEEL: OCCASIONALLY

BEND: OCCASIONALLY

REACH ABOVE SHOULDER: OCCASIONALLY

TWIST: OCCASIONALLY

GRASP OBJECTS 2: FREQUENTLY

MANIPULATE OBJECTS 3: FREQUENTLY

MANUAL DEXTERITY 4: CONTINUOUSLY

1 (Push/Pull: Dolly, cartons and boxes)

2 (Grasp Objects: Boxes and cartons)

3 (Manipulate Objects: Boxes and dolly)

4 (Manual Dexterity: Typing, use of office machines such as copiers, printers)

Compensation depends on relevant experience and/or education, specific skills, function, geographic location, and other factors as applicable by law (for example: state minimum wage thresholds). The expected base rate for this role is between

$75,000 - $140,000

***EOE – Race/Color/Religion/Sex/Sexual Orientation/Gender Identity/National Origin/Age/Genetic Information/Protected Veteran/Disability Status***

US Foods