Category/Area of Expertise: Human Resources
Job Requisition: 493709
Address: USA-MD-Hyattsville-8301 Professional Place Ste115
Store Code: Human Resources - Brands (5148503)
Who is Giant:
Born in the DMV, we've been here for over 90 years and counting. From our first store on Georgia Ave to becoming the #1 grocer in the Baltimore-Washington area, we're proud of our local roots. Today we span across over 160 stores in D.C., Maryland, Virginia, and Delaware!
Our vision goes beyond the aisles. We're a proud partner to community organizations with a shared goal of enriching the lives of our neighbors and being the most trusted and loved local food retailer in our community.
Position Summary:
The Human Resources Business Partner (HRBP) III serves as a strategic partner to the Brand, aligning human resources strategy with business objectives to drive organizational performance. This role provides comprehensive HR support across both Brand and Corporate functions, including Operations, Merchandising, Finance, and Marketing, ensuring people strategies are effectively integrated across the organization.
The HRBP III ensures that human resources initiatives are deeply embedded within these functional areas, supporting and advancing business goals through close partnership with leadership. The role provides expert guidance and leadership across key HR disciplines, including talent management, workforce planning, organizational development, and employee engagement, leveraging business insight, operational knowledge, and data analytics to influence outcomes. Acting as a trusted advisor to leaders, the incumbent drives people strategies that enhance performance, build capability, and strengthen organizational culture.
What You Will Do:
Grow Our People
- We care deeply about people, enjoy diversity and develop talent to get the best out of all of us
Obsess Over Customers
- We delight our customers with innovative products and experiences that support a healthier future for people and planet
Win Together
- We collaborate across boundaries to deliver on our strategy and purpose
Planning and Execution
- Execute the implementation and continual improvement of the best-practice HRBP model.
- Collaborate with the VP of Human Resources to support and guide the implementation of a uniform HRBP model and expectations that promote a strategically focused 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.
- Implement the methodology that drives the HRBP's strategic support of the business.
- 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 inclusion in staffing, associate relations, learning, and other HR discipline areas and embed them into our culture.
- Support the business proactively with internal communications, announcements, and associated change management efforts.
- Navigate through ambiguity and change by adopting agile methodology and ways of working
- Use HR analytics and metrics to inform decisions and measure impact.
- Ability to translate complex data into actionable insights for business leaders.
Operational Excellence
- Lead business functional area in forecasting and supporting the acquisition of the talent needed to support current and future business ambitions.
- Provide strategic leadership and oversight of Talent Acquisition, supporting business functions in forecasting and planning talent pipeline needs aligned to evolving business strategy
- Oversee and drive talent initiatives, through the Talent Acquisition function, that deliver measurable business value.
- Utilize strategic workforce plans to drive inclusive talent recruitment and pipeline initiatives; collaborate with Talent/Learning on new/innovative recruitment methods.
- Plan and support college recruitment programs to further build a candidate pipeline for future succession
- Drive inclusion and track metrics within talent acquisition, ensuring a balanced slate of candidates for all positions being recruited.
- Identify and employ suitable activities on the leadership continuum to ensure staff engagement, development, and retention.
- Drive and lead associate engagement and Employee Value Proposition (EVP) efforts through being a visible, active, and involved member of the HRBP team.
- Foster HRBP 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 HRBPs who act as internal consultants, proactively identifying and partnering with the business in addressing issues and concerns (associate engagement, interpersonal issues, work conditions, etc.).
- Expertise in workforce planning, succession planning, performance management, and talent development to ensure that the business is positioned to achieve the strategic objectives.
- Ability to build strong pipelines for future leadership and critical roles.
Collaboration and Teamwork
- Serve as key HRBP in driving the execution of performance-driven culture.
- 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 (Management Development/Succession Planning), ensuring robust Individual Development Plans (IDPs) are in place and progressing, especially for associates designated as talent or promotable, focus on diverse talent development to improve talent pipelines.
- 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.
- Engage with multiple corporate functional leaders and partners to define, implement and consistently assess HR strategies while maintaining overall alignment to Brand strategy.
- Provide leadership in accomplishing HR related goals by modeling behaviors, convincing leaders, changing behaviors in a dynamic and challenging business environment.
- Drive and accomplish HR results using significant business and financial acumen, operational insights and Brand business strategy as guides.
- Synthesize and translate quantitative and qualitative data into tangible HR initiatives and implement at all levels within assigned functional areas.
What You Will Bring:
- Bachelor's degree; HR certification preferred
- 8 - 10 years in HR management in a variety of environments/functions with experience in multiple human resource disciplines, including compensation practices, organizational diagnosis, associate and union relations, diversity, performance management, and federal and state respective employment laws., Previous supervisory experience preferred.
- Strong analytical & problem-solving skills
- Project management, process improvement & change management skills
- People management experience, including managing and developing managers and individual contributors
- Excellent presentation, verbal and written communication skills; must be an articulate and persuasive communicator Intermediate Excel & PowerPoint
- Lead and influence outcomes without authority
- Proven experience applying and interpreting applicable laws, guidelines, regulations, and policies
- Ability to convince people, sell ideas, and influence behavior
- Strong business, technical, and financial acumen
- Ability to provide advanced operational insight and strategic HR talent management metrics.
- Project management experience. Ability to lead mid to large size cross-functional projects
- Adopts agile methodology
- Partners with peers may indirectly support cross-functional team(s)
- Mentors & coaches other HRBPs
- Executive Maturity
- Business and financial acumen
- Building and sustaining relationships
- Consultation skills
- Role model team player
- Ability to interpret information and make business-based recommendations
- Navigate ambiguity & embrace change
Salary Range: $130,425 - $173,900
The pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include, but are not limited to, responsibilities of the role, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data and applicable law. Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.
This position will be on-site at the Giant Food Headquarters in Hyattsville, MD.
Why Giant:
We pride ourselves on cultivating a culture of care and offering opportunities to better yourself professionally and personally. We truly value the moments that matter most to our associates. Our guiding principles are GROW, CARE, BELONG.
GROW with us through benefits like tuition reimbursement, scholarship & grant programs, leadership development, career advancement, continuous learning opportunities and access to Market USA Credit Union.
Our CARE culture is built on a legacy of prioritizing people, offering comprehensive healthcare, life insurance, paid parental leave, wellness programs, a 401k plan with up to a 5% company match, paid time off, and employee assistance programs.
BELONG through Business Resource Groups (BRGs), rewards & recognition programs, community outreach, and countless volunteer opportunities that connect us with the communities we serve.
Join us and explore the full range of benefits available and become part of our 88+ year legacy. After all, food makes us a grocery store, but our people make us GIANT.
