HR Manager - Supply Chain

About Grocery Outlet:

• Our Mission: Touching lives for the better
• Our Vision: Touching lives by being the first choice for bargain-minded consumers in the U.S.
• Our Values & Behaviors: Achievement, Diversity, Entrepreneurship, Family, Fun, Integrity & Service

About the Team:

Our HR team’s mission is to attract, develop, motivate, and retain a diverse, productive, and passionate workforce that will successfully grow our business. Our team takes pride in backing the company’s most valuable resources- its people. We strive to ensure we are creating a safe, inclusive, and fulfilling work environment.  Our passion for people is manifested through our unbiased and diplomatic natures. Successful members of our team are motivated to improve our efficiency and effectiveness, maintain our company culture, and successfully communicate with all levels and departments. 

About the Role:

The HR Manager partners with RFC leaders to deliver consistent, high-impact HR support. Balancing hands-on execution with strategic planning, this role will be responsible for supporting a wide variety of HR activities and programs that encompass the full employee life cycle - demonstrating strategic as well as strong execution skill sets, including implementation of people initiatives and solutions that drive a safe, engaged, and high-performing workforce. This position serves as the primary HR contact for the Vancouver RFC, collaborating closely with the Sr. Director, and the rest of the HR organization to align initiatives with enterprise strategy while tailoring solutions to site-specific needs.  This position reports to the Sr. HR Director.

Responsibilities Include:

• Partner with Vancouver RFC leaders to evaluate resource needs, performance and capability gaps, employee relations issues, engagement, and other transformation initiatives; provide data-backed recommendations, gain alignment on resourcing decisions, and support implementation of solutions/initiatives.
• In partnership with the business, translate talent strategy into an execution plan with clear milestones for resourcing, training, and retention of talent; use data and analytics to refine actions and report progress.
• Create rollout plans that incorporate robust action planning and change management.
• Lead positive employee and labor relations efforts. Conduct risk assessments, have a good pulse on morale and sentiment, and turn insights into targeted action plans.
• Develop and execute project and change-management plans for new initiatives and changes including new systems, policies, and other transformation. Create project plans, align stakeholders, track milestones, build tools, track adoption, and iterate interventions to ensure desired outcomes are achieved.
• Lead the implementation of core HR/Talent processes and programs (e.g. goal setting, calibration, succession reviews, merit & incentive cycles) with on-time completion and impactful outcomes.
• Create a culture of accountability and compliance across sites. Design programs and internal process/controls to ensure enforcement and accountability.  Partner with business and other stakeholders to address gaps and risks. 

About the Pay:

• Base Salary Range: $110,000 - $125,000 Annually
• Annual Bonus Program
• Equity
• 401(k) Profit Sharing
• Medical, Dental, Vision & More!
• Final compensation will be determined based upon experience and skills and may vary based on location.

About You:

• Bachelor’s degree in HR, Business, Industrial Relations, or related field (Master’s preferred).
• 5 plus years of progressive HR experience, including 3+ years supporting distribution, fulfillment, or manufacturing.
• Demonstrated success managing HR programs for medium to large hourly workforces (at least 60 employees per site).
• Expertise in U.S. labor and employment law (FLSA, FMLA, OSHA, NLRB) and retail/warehouse safety regulations.
• Hands-on experience driving positive employee relations and mitigating employee risks
• Proficiency with HRIS analytics, Excel/Google Sheets, and dashboarding tools; able to translate data into actionable insights.
• Solid project and change management capability; familiarity with Lean/Six Sigma/Agile methods preferred.
• Strong interpersonal, coaching, and presentation skills; comfortable influencing leaders and supervisors
• Ability to translate talent strategy into an execution plan with clear milestones.
• Occasional travel to other RFC, headquarters, and other company locations; occasional evenings/weekends during peak periods.

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