Performance Foodservice
Vice President of Human Resources
Performance Foodservice, Saint Paul, Minnesota, United States
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Vice President of Human Resources
role at
Performance Foodservice Base pay range $105,000.00/yr - $120,000.00/yr Overview
Vice President of 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 identifies and implements 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.
What You Will Do
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: Understands and executes the Company’s human resource and talent strategy related to current and future talent needs, recruiting, retention, and succession planning. Coordinates recruiting efforts, ensuring timely completion of hiring and onboarding activities, and supports Talent Development and onboarding processes.
HR Metrics and Analysis: Uses associate engagement survey data to formulate action plans and track exit trends to identify weaknesses or threats to retention efforts.
Performance Management: Monitors performance evaluations, assists managers with coaching and mentoring, and uses talent management tools to support evaluating and developing staff. Identifies training needs and development opportunities.
Labor Relations: Conducts needs analysis and implements HR solutions to foster a positive work environment. In Union locations, participates in negotiations and administers labor relations policies and agreements.
HR Policy and Procedure Compliance: Administers and enforces HR policies and procedures, ensuring compliance with local and federal laws. Partners with Regional VP of HR and legal department as needed.
DEI Advocate: Implements business practices focused on inclusion across identities and backgrounds.
Community Service: Represents the organization in the community and supports corporate social responsibility and charitable giving efforts.
Qualifications
Bachelor's Degree or equivalent work experience in Human Resources or related field
10+ years HR experience required; minimum 12 years with increasing levels of responsibility
7 years supervisory/management experience with direct leadership of a client group of >200 associates
Experience with HRIS systems (UKG preferred)
Strong knowledge of HR laws and regulations
Proven track record of developing and implementing HR programs aligned with business objectives
Excellent communication and interpersonal skills; ability to build relationships at all levels
Strong analytical skills; able to use HR metrics to drive decisions
Ability to work independently and as part of a team; manage multiple priorities
Experience guiding organizations through periods of change
Company Description Performance Foodservice, PFG’s broadline distributor, serves local customers including independent restaurants, hotels, healthcare facilities, schools, and quick-service eateries. A team of sales reps, chefs, consultants, and other experts builds strong relationships with customers to provide advice on operations, menu development, product selection, and strategies. The Performance team delivers food and supports customers in achieving their goals.
EEO Commitment 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 applicable laws. For details, see our EEO Policy, EEO is the Law poster, and the Pay Transparency Policy Statement.
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Vice President of Human Resources
role at
Performance Foodservice Base pay range $105,000.00/yr - $120,000.00/yr Overview
Vice President of 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 identifies and implements 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.
What You Will Do
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: Understands and executes the Company’s human resource and talent strategy related to current and future talent needs, recruiting, retention, and succession planning. Coordinates recruiting efforts, ensuring timely completion of hiring and onboarding activities, and supports Talent Development and onboarding processes.
HR Metrics and Analysis: Uses associate engagement survey data to formulate action plans and track exit trends to identify weaknesses or threats to retention efforts.
Performance Management: Monitors performance evaluations, assists managers with coaching and mentoring, and uses talent management tools to support evaluating and developing staff. Identifies training needs and development opportunities.
Labor Relations: Conducts needs analysis and implements HR solutions to foster a positive work environment. In Union locations, participates in negotiations and administers labor relations policies and agreements.
HR Policy and Procedure Compliance: Administers and enforces HR policies and procedures, ensuring compliance with local and federal laws. Partners with Regional VP of HR and legal department as needed.
DEI Advocate: Implements business practices focused on inclusion across identities and backgrounds.
Community Service: Represents the organization in the community and supports corporate social responsibility and charitable giving efforts.
Qualifications
Bachelor's Degree or equivalent work experience in Human Resources or related field
10+ years HR experience required; minimum 12 years with increasing levels of responsibility
7 years supervisory/management experience with direct leadership of a client group of >200 associates
Experience with HRIS systems (UKG preferred)
Strong knowledge of HR laws and regulations
Proven track record of developing and implementing HR programs aligned with business objectives
Excellent communication and interpersonal skills; ability to build relationships at all levels
Strong analytical skills; able to use HR metrics to drive decisions
Ability to work independently and as part of a team; manage multiple priorities
Experience guiding organizations through periods of change
Company Description Performance Foodservice, PFG’s broadline distributor, serves local customers including independent restaurants, hotels, healthcare facilities, schools, and quick-service eateries. A team of sales reps, chefs, consultants, and other experts builds strong relationships with customers to provide advice on operations, menu development, product selection, and strategies. The Performance team delivers food and supports customers in achieving their goals.
EEO Commitment 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 applicable laws. For details, see our EEO Policy, EEO is the Law poster, and the Pay Transparency Policy Statement.
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