Job Details

Overview

This role is based in Dallas and involves weekly travel in the DFW area. Plan, direct and coordinate human resource management activities of an assigned district to maximize the strategic use of human resources and maintain balance of operational needs and Sprouts culture.

The Human Resources Business Partner is responsible for intentionally shaping the culture and supporting Sprouts values, managing performance, driving talent development, engagement and communication. The Human Resources Business Partner creates and fosters strong relationships throughout the organization, acting as agents of change and drives Sprouts strategic goals and growth initiatives through people.

• Proactively drive Sprouts culture through support of values, team member engagement, and reduction of turnover.
• Maintain strategic presence in stores to promote and influence Sprouts culture, ascertain areas where improvements can be made, and develop suggested action plans with District Director.
• Support the execution of Sprouts strategy and initiatives by bringing focus to priorities and ensuring adoption within assigned District.
• Partner with District Director and store leadership in crafting and executing development plans for high-potential leaders, ensuring plans are measurable and using the provided tools from Talent Management.
• Coordinate and lead development planning meetings with District Director to review high-potential leader's development plans and execution of those plans.
• Spend value-added time in stores with high-potential leaders working on development plans and activities to prepare for future roles.
• Support development and promotion of internal talent through partnership with District Director to offer targeted growth opportunities including cross functional roles, special work assignments, stretch assignments, peer leadership, etc.
• Lead development of team members through succession planning to improve placement in 9-box each quarter.
• Develop and support bench strength for future placement in critical roles including Assistant Store Manager, Store Manager, Operations Specialist and District Director.
• Ensure top talent is exported from the district to support strength of Sprouts talent pool enterprise-wise.
• Coordinate with HR peers, District Directors and TA to define key candidates for export and ensure these candidates are presented for opportunities outside of current District.
• Interview and assess candidates for Store Manager roles, providing key feedback, findings and approval.
• Participate in Store Manager Certification process as a partner to District Director, weighing in on competencies and characteristics and overall readiness for certification.
• Partner with Talent Acquisition Advisors on staffing gaps and remediation plans within assigned district, meeting to review Optimal Headcount and Turnover reports regularly.
• Execute change management strategies based on HR and Sprouts initiatives.
• Champion and drive Sprouts Recognition programs through use in stores.
• Responsible for ensuring effective communication of business strategies and policy changes.
• Serve as a lead in the district as well as drive major initiatives within the HR department.
• Support the HR Department as needed in creating, executing and monitoring a local ER strategy.
• Audit policies and practices and take necessary actions to ensure compliance with local and federal employee relations laws.
• Anticipate or identify and respond to issues that indicate a problematic work environment.
• Deliver education to managers and TMs to promote a positive work environment and minimize risk of TM-related issues (where subject matter expertise is required).
• Advise/assist/counsel managers in identifying and resolving TM issues.
• Identify ER trends, work to resolve issues with team members and Sprouts leadership.
• Conduct investigations in response to TM or manager incidents and complaints; involve appropriate departments as needed.
• Escalate complex or high-risk Employee Relations matters to HR Manager and/or Employee Relations manager and Legal.
• Partner with area Loss Prevention agent to review themes and issues within assigned district, crafting remediation plans in partnership with HR Manager and LP Manager for execution.
• Develop documentation in response to an employment-related issue, charge or claim.
• Collaborate/consult with managers on low performers and termination decisions.
• Other duties as assigned.

Measures of Success:

• Achieve 65% team member engagement.
• Reduce voluntary turnover to 55% in hourly team member population and 10% in Core management roles.
• Improve internal promotion rate to 25%.
• Ensure 5% of current Assistant Store Managers are “Ready Now” for promotion.
• Complete Individual Development Plans for all High Potential Assistant Store Managers and Store Managers.
• Improve 9 box talent strength through 9-box placement moves.

• Bachelor's degree in HR or business-related field (equivalent work experience considered).
• Multi-location/multi-site oversight experience preferred.
• A minimum of five years of HR management-business partnership experience with five years' experience in HR or employment law desired with a demonstrated track record in an employee relations/employment law role.
• In-depth knowledge of HR principles and practices and extensive knowledge of applicable state and federal employment and labor laws and governmental compliance requirements desired.
• Applicable experiences in innovative ER approaches, risk management and policy development, interpretation and application are essential.
• Proven leadership skills.
• Travel required.
• Must be well organized and able to coordinate multiple tasks and requests.
• Excellent analytical, interpersonal, negotiation and problem-solving skills are essential.
• Ability to interact well with all organizational levels as well as vendors.
• Ability to work independently.
• Integrity - maintains confidentiality at all times.
• Excellent verbal and written communications skills are essential.
• Established and successful relationships with executive management as evidenced by ability to influence HR-related decisions and initiatives.
• Excellent presentation skills required.