Schnuck Markets
Job Description
JOB SUMMARY
The Human Resources Business Partner (HRBP II) serves as a strategic partner to specific business area(s) with designated retail grocery stores and/or manufacturing and distribution facilities, proactively aligning HR objectives with business strategy. This role acts as a trusted advisor, coach, and change agent to store leadership and management, collaborating to identify and prioritize critical people priorities and deliver impactful HR solutions that enhance organizational effectiveness, productivity, and teammate engagement within the fast-paced retail environment.
ESSENTIAL RESPONSBILITIES
Strategic Business Partnering: Serve as a proactive and strategic HR partner to assigned leaders and management, developing a deep understanding of their business objectives, operational challenges, and opportunities within the retail grocery sector. Translate business strategy into actionable HR plans and initiatives that drive performance, customer satisfaction, and profitability. Provide expert counsel and guidance to leadership on all HR-related matters Serve as a strategic partner, fostering cross-functional collaboration with HR, Operations, Legal, and Asset Protection Talent Management & Development:
Collaborate with leaders to help identify, develop, and retain high-potential talent. Partner with talent management to implement effective talent development strategies, including succession planning, performance management, talent reviews, and leadership development programs tailored for a retail grocery environment. Collaborate with Learning & Development team to identify training needs and align development programs with business objectives, focusing on specific skills. Employee Relations & Engagement:
Manage and resolve complex teammate relations issues, including investigations, disciplinary actions, and conflict resolution, ensuring fair and consistent application of company policies and labor laws. Coach and advise leaders on effective teammate relations practices to foster a positive and productive work environment. Champion teammate engagement initiatives, analyze teammate feedback (e.g., surveys, listening sessions), and develop actionable plans to improve morale, retention, and overall teammate experience. Performance Management:
Drive the continuous improvement of performance management processes, ensuring leaders are equipped to provide effective feedback, set clear goals, and conduct meaningful performance reviews. Provide training and coaching to leaders on performance coaching, career development, and addressing underperformance. Labor Relations & Compliance:
Collaborate closely with the Labor Relations Team to support and resolve complex discipline or contractual disputes through the grievance process, ensuring strict adherence to collective bargaining agreements. Ensure HR practices and policies are compliant and mitigate legal risks, partnering with legal counsel as needed. Data-Driven Insights:
Utilize HR data and workforce analytics to identify trends, diagnose organizational challenges (e.g., turnover hotspots, absenteeism), and develop data-driven HR strategies and solutions specific to retail operations. Provide insightful reports and recommendations to business leaders to inform decision-making. Culture & Values Champion:
Act as a steward of the company's culture and values, promoting a diverse, equitable, and inclusive workplace. Ensure our people strategies foster a culture of inclusion and belonging, creating an exceptional teammate experience Support and implement company-wide HR initiatives and programs. MINIMUM REQUIREMENTS / QUALIFICATIONS
Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent practical experience. A minimum of 3-5 years of progressive HR Business Partner experience, with a proven track record of supporting and influencing leadership, preferably within a fast-paced retail, grocery, or similar multi-unit environment. Strong understanding of HR best practices across various disciplines, including talent management, employee relations, performance management, compensation, and HR compliance. Demonstrated ability to think strategically and translate business objectives into effective HR strategies. Excellent communication (verbal and written), interpersonal, and influencing skills, with the ability to build strong relationships and credibility at all levels. Strong analytical and problem-solving skills, with the ability to interpret data and draw meaningful insights. Proficiency in HRIS systems (e.g., Workday) and Google Suite. Ability to manage multiple priorities in a dynamic and sometimes demanding environment. SHRM-CP, SHRM-SCP, PHR, or SPHR (HRCI) certification preferred. Travel regularly to various store locations and facilities within the assigned business area(s) A current state driver's license with valid insurance is mandatory Desired Attributes
Business Acumen: Deep understanding of retail operations, including sales drivers, inventory management, labor scheduling, and customer service metrics within a grocery setting. Adaptability & Agility: Ability to thrive in a constantly evolving retail landscape and respond quickly to changing business needs. Customer-Centric: Passion for supporting teammates who serve customers and an understanding of how HR contributes to the overall customer experience. Proactive & Solutions-Oriented: Anticipates HR needs and develops innovative solutions to business challenges. FORMAL POLICY SETTING
Provides input to the next highest level
PHYSICAL REQUIREMENT AND WORK ENVIRONMENT
Walking
Up to ¾ a day Standing
Up to ¾ a day Lifting
Up to 25 lbs Travel
51-75% Work Environment
This role is dynamic and requires extensive daily travel to various assigned Schnucks stores and facilities within assigned areas. While primarily a Monday-Friday daytime schedule, rotating weekend availability is required to meet business needs. The above statements describe the job's essential responsibilities and requirements. They are not an exhaustive list of the duties that may be assigned to job incumbents.
Additional Requirements - Internal Candidates:
Store/Facility Teammates: minimum of six months employment with Schnucks preferred. Store Support Center Teammates: minimum of one year employment with Schnucks preferred. Must be in good standing (not on a performance improvement plan or active discipline). If invited for an interview, must have manager approval based on performance.
Schnucks is an Equal Opportunity Employer.
JOB SUMMARY
The Human Resources Business Partner (HRBP II) serves as a strategic partner to specific business area(s) with designated retail grocery stores and/or manufacturing and distribution facilities, proactively aligning HR objectives with business strategy. This role acts as a trusted advisor, coach, and change agent to store leadership and management, collaborating to identify and prioritize critical people priorities and deliver impactful HR solutions that enhance organizational effectiveness, productivity, and teammate engagement within the fast-paced retail environment.
ESSENTIAL RESPONSBILITIES
Strategic Business Partnering: Serve as a proactive and strategic HR partner to assigned leaders and management, developing a deep understanding of their business objectives, operational challenges, and opportunities within the retail grocery sector. Translate business strategy into actionable HR plans and initiatives that drive performance, customer satisfaction, and profitability. Provide expert counsel and guidance to leadership on all HR-related matters Serve as a strategic partner, fostering cross-functional collaboration with HR, Operations, Legal, and Asset Protection Talent Management & Development:
Collaborate with leaders to help identify, develop, and retain high-potential talent. Partner with talent management to implement effective talent development strategies, including succession planning, performance management, talent reviews, and leadership development programs tailored for a retail grocery environment. Collaborate with Learning & Development team to identify training needs and align development programs with business objectives, focusing on specific skills. Employee Relations & Engagement:
Manage and resolve complex teammate relations issues, including investigations, disciplinary actions, and conflict resolution, ensuring fair and consistent application of company policies and labor laws. Coach and advise leaders on effective teammate relations practices to foster a positive and productive work environment. Champion teammate engagement initiatives, analyze teammate feedback (e.g., surveys, listening sessions), and develop actionable plans to improve morale, retention, and overall teammate experience. Performance Management:
Drive the continuous improvement of performance management processes, ensuring leaders are equipped to provide effective feedback, set clear goals, and conduct meaningful performance reviews. Provide training and coaching to leaders on performance coaching, career development, and addressing underperformance. Labor Relations & Compliance:
Collaborate closely with the Labor Relations Team to support and resolve complex discipline or contractual disputes through the grievance process, ensuring strict adherence to collective bargaining agreements. Ensure HR practices and policies are compliant and mitigate legal risks, partnering with legal counsel as needed. Data-Driven Insights:
Utilize HR data and workforce analytics to identify trends, diagnose organizational challenges (e.g., turnover hotspots, absenteeism), and develop data-driven HR strategies and solutions specific to retail operations. Provide insightful reports and recommendations to business leaders to inform decision-making. Culture & Values Champion:
Act as a steward of the company's culture and values, promoting a diverse, equitable, and inclusive workplace. Ensure our people strategies foster a culture of inclusion and belonging, creating an exceptional teammate experience Support and implement company-wide HR initiatives and programs. MINIMUM REQUIREMENTS / QUALIFICATIONS
Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent practical experience. A minimum of 3-5 years of progressive HR Business Partner experience, with a proven track record of supporting and influencing leadership, preferably within a fast-paced retail, grocery, or similar multi-unit environment. Strong understanding of HR best practices across various disciplines, including talent management, employee relations, performance management, compensation, and HR compliance. Demonstrated ability to think strategically and translate business objectives into effective HR strategies. Excellent communication (verbal and written), interpersonal, and influencing skills, with the ability to build strong relationships and credibility at all levels. Strong analytical and problem-solving skills, with the ability to interpret data and draw meaningful insights. Proficiency in HRIS systems (e.g., Workday) and Google Suite. Ability to manage multiple priorities in a dynamic and sometimes demanding environment. SHRM-CP, SHRM-SCP, PHR, or SPHR (HRCI) certification preferred. Travel regularly to various store locations and facilities within the assigned business area(s) A current state driver's license with valid insurance is mandatory Desired Attributes
Business Acumen: Deep understanding of retail operations, including sales drivers, inventory management, labor scheduling, and customer service metrics within a grocery setting. Adaptability & Agility: Ability to thrive in a constantly evolving retail landscape and respond quickly to changing business needs. Customer-Centric: Passion for supporting teammates who serve customers and an understanding of how HR contributes to the overall customer experience. Proactive & Solutions-Oriented: Anticipates HR needs and develops innovative solutions to business challenges. FORMAL POLICY SETTING
Provides input to the next highest level
PHYSICAL REQUIREMENT AND WORK ENVIRONMENT
Walking
Up to ¾ a day Standing
Up to ¾ a day Lifting
Up to 25 lbs Travel
51-75% Work Environment
This role is dynamic and requires extensive daily travel to various assigned Schnucks stores and facilities within assigned areas. While primarily a Monday-Friday daytime schedule, rotating weekend availability is required to meet business needs. The above statements describe the job's essential responsibilities and requirements. They are not an exhaustive list of the duties that may be assigned to job incumbents.
Additional Requirements - Internal Candidates:
Store/Facility Teammates: minimum of six months employment with Schnucks preferred. Store Support Center Teammates: minimum of one year employment with Schnucks preferred. Must be in good standing (not on a performance improvement plan or active discipline). If invited for an interview, must have manager approval based on performance.
Schnucks is an Equal Opportunity Employer.