Performance Foodservice
Overview
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VP, HR GT 250
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Performance Foodservice . Get AI-powered advice on this job and more exclusive features. Position Summary
VP, Human Resources is a staff leadership position that provides executive-level guidance to the Operating Company (OpCo) senior team and drives HR strategy and execution, aligned with business objectives. The role is responsible for identifying and implementing long-range strategic talent management goals including succession planning and associate growth and development, as well as managing the day-to-day areas of benefits, associate relations and staffing. The successful VP acts as an associate champion and change agent. The role assesses and anticipates HR-related needs, collaborating proactively with the HR department and business management to develop solutions. The position formulates partnerships across the HR function to deliver value-added service to management and associates that reflects the business objectives of the organization. Position Responsibilities
Business Leader Partnership: Acts as a trusted advisor and strategic partner to department heads and business leaders, providing HR guidance on key business decisions. Collaborates with Business Leaders to influence business strategy based on deep understanding of business implications for the OpCo including employee and labor relations. Serves as a sounding board, coaching and collaborating with managers on effective leadership and people management practices. Company Strategy: Oversees and executes implementation of HR and/or business initiatives in assigned business groups. Champions change management, develops key change management strategies, and rallies support for successful change implementation. Works with leadership to implement appropriate organizational structures. Associate Engagement and Wellbeing: Champions associate engagement and wellbeing initiatives to enhance associate health and job satisfaction resulting in greater productivity for the OpCo. Creates and implements programs that support associate wellness. Drives the integration of the company's culture and values across the associate life cycle, championing them as fundamental elements of the associate experience. Develops and implements HR programs and activities to support associate engagement, retention, associate success programs, and development. Associate Relations: Provides support and guidance to management and other staff when complex, specialized, and sensitive questions and issues arise; may be required to provide direction in delicate circumstances such as managing and resolving associate relations issues, reasonable accommodations, etc. Conducts thorough and objective investigations in a timely manner and advises leaders, in partnership with Regional and Legal advisors, on appropriate actions and manages risk effectively. Recruitment and Talent: Understands and executes the Company’s HR and talent strategy as it relates to current and future talent needs, recruiting, retention, and succession planning. Coordinates recruiting efforts, ensuring timely completion of hiring and onboarding activities. Supports performance management, talent planning, talent reviews, talent development, and succession planning for assigned business groups, including goal setting, performance evaluations, career development planning, and developing performance improvement plans; includes new hire onboarding and compliance activities. HR Metrics and Analysis: Uses associate engagement survey data to formulate action plans and track exit trends to identify weaknesses or threats to ongoing retention efforts. Performance Management: Monitors performance evaluations, assists managers with poor performers, and utilizes talent management tools to aid evaluation. Identifies training/coaching/mentoring needs for departments, managers and associates. Labor Relations: Conducts ongoing needs analysis and implements HR solutions to create a positive work environment. In union locations, manages interactions, participates in negotiations, and administers labor relations policies and agreements. HR Policy and Procedure Compliance: Enforces HR policies and procedures, ensures compliance with local and federal laws, partners with the Regional VP of HR and legal department as needed/required. DEI Advocate: Implements business practices focused on inclusion of people of all identities and backgrounds. Community Service: Represents the organization in the community and supports community service initiatives and volunteer activities; promotes corporate social responsibility and charitable giving efforts. Qualifications
Bachelor's Degree or equivalent in Human Resources or related field 10+ years HR experience; minimum of 12 years with increasing levels of responsibility including support for senior leaders in a complex environment 7 years supervisory/management experience with direct leadership of a client group of >200 associates Strong knowledge of HR laws and regulations Proven track record of developing and implementing HR programs aligned to business objectives Excellent communication and interpersonal skills; ability to build relationships at all levels Strong analytical skills and ability to use HR metrics to drive decisions Ability to work independently and in a team; manage multiple priorities and deadlines Demonstrated ability to influence senior leaders and drive change Proven capability in guiding organizations through change Company Description
Performance Foodservice, PFG’s broadline distributor, serves independent restaurants, hotels, healthcare facilities, schools, and quick-service eateries. A team of sales reps, chefs, consultants, and other experts build close relationships with customers, providing advice on operations, menu development, product selection, and strategies. The Performance team delivers food and supports independent restaurant owners in achieving their goals. EEO and Additional Information
Performance Food Group and/or its subsidiaries provides equal employment opportunity (EEO) to all applicants and employees regardless of race, color, national origin, sex, marital status, pregnancy, sexual orientation, gender identity, religion, age, disability, genetic information, veteran status, or any other characteristic protected by law. Please review our EEO Policy, the EEO is the Law poster, and the Pay Transparency Policy Statement.
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Join to apply for the
VP, HR GT 250
role at
Performance Foodservice . Get AI-powered advice on this job and more exclusive features. Position Summary
VP, Human Resources is a staff leadership position that provides executive-level guidance to the Operating Company (OpCo) senior team and drives HR strategy and execution, aligned with business objectives. The role is responsible for identifying and implementing long-range strategic talent management goals including succession planning and associate growth and development, as well as managing the day-to-day areas of benefits, associate relations and staffing. The successful VP acts as an associate champion and change agent. The role assesses and anticipates HR-related needs, collaborating proactively with the HR department and business management to develop solutions. The position formulates partnerships across the HR function to deliver value-added service to management and associates that reflects the business objectives of the organization. Position Responsibilities
Business Leader Partnership: Acts as a trusted advisor and strategic partner to department heads and business leaders, providing HR guidance on key business decisions. Collaborates with Business Leaders to influence business strategy based on deep understanding of business implications for the OpCo including employee and labor relations. Serves as a sounding board, coaching and collaborating with managers on effective leadership and people management practices. Company Strategy: Oversees and executes implementation of HR and/or business initiatives in assigned business groups. Champions change management, develops key change management strategies, and rallies support for successful change implementation. Works with leadership to implement appropriate organizational structures. Associate Engagement and Wellbeing: Champions associate engagement and wellbeing initiatives to enhance associate health and job satisfaction resulting in greater productivity for the OpCo. Creates and implements programs that support associate wellness. Drives the integration of the company's culture and values across the associate life cycle, championing them as fundamental elements of the associate experience. Develops and implements HR programs and activities to support associate engagement, retention, associate success programs, and development. Associate Relations: Provides support and guidance to management and other staff when complex, specialized, and sensitive questions and issues arise; may be required to provide direction in delicate circumstances such as managing and resolving associate relations issues, reasonable accommodations, etc. Conducts thorough and objective investigations in a timely manner and advises leaders, in partnership with Regional and Legal advisors, on appropriate actions and manages risk effectively. Recruitment and Talent: Understands and executes the Company’s HR and talent strategy as it relates to current and future talent needs, recruiting, retention, and succession planning. Coordinates recruiting efforts, ensuring timely completion of hiring and onboarding activities. Supports performance management, talent planning, talent reviews, talent development, and succession planning for assigned business groups, including goal setting, performance evaluations, career development planning, and developing performance improvement plans; includes new hire onboarding and compliance activities. HR Metrics and Analysis: Uses associate engagement survey data to formulate action plans and track exit trends to identify weaknesses or threats to ongoing retention efforts. Performance Management: Monitors performance evaluations, assists managers with poor performers, and utilizes talent management tools to aid evaluation. Identifies training/coaching/mentoring needs for departments, managers and associates. Labor Relations: Conducts ongoing needs analysis and implements HR solutions to create a positive work environment. In union locations, manages interactions, participates in negotiations, and administers labor relations policies and agreements. HR Policy and Procedure Compliance: Enforces HR policies and procedures, ensures compliance with local and federal laws, partners with the Regional VP of HR and legal department as needed/required. DEI Advocate: Implements business practices focused on inclusion of people of all identities and backgrounds. Community Service: Represents the organization in the community and supports community service initiatives and volunteer activities; promotes corporate social responsibility and charitable giving efforts. Qualifications
Bachelor's Degree or equivalent in Human Resources or related field 10+ years HR experience; minimum of 12 years with increasing levels of responsibility including support for senior leaders in a complex environment 7 years supervisory/management experience with direct leadership of a client group of >200 associates Strong knowledge of HR laws and regulations Proven track record of developing and implementing HR programs aligned to business objectives Excellent communication and interpersonal skills; ability to build relationships at all levels Strong analytical skills and ability to use HR metrics to drive decisions Ability to work independently and in a team; manage multiple priorities and deadlines Demonstrated ability to influence senior leaders and drive change Proven capability in guiding organizations through change Company Description
Performance Foodservice, PFG’s broadline distributor, serves independent restaurants, hotels, healthcare facilities, schools, and quick-service eateries. A team of sales reps, chefs, consultants, and other experts build close relationships with customers, providing advice on operations, menu development, product selection, and strategies. The Performance team delivers food and supports independent restaurant owners in achieving their goals. EEO and Additional Information
Performance Food Group and/or its subsidiaries provides equal employment opportunity (EEO) to all applicants and employees regardless of race, color, national origin, sex, marital status, pregnancy, sexual orientation, gender identity, religion, age, disability, genetic information, veteran status, or any other characteristic protected by law. Please review our EEO Policy, the EEO is the Law poster, and the Pay Transparency Policy Statement.
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