W.W. Grainger, Inc. is a business-to-business distributor of products used to maintain, repair and operate facilities. Approximately 3 million businesses and institutions worldwide rely on Grainger for products such as safety gloves, ladders, motors and janitorial supplies, along with services like inventory management and technical support. These customers represent a broad collection of industries including healthcare, manufacturing, government and hospitality. They place orders online, with mobile devices, over the phone and at local branches. More than 4,800 key manufacturers supply Grainger with 1.5 million products made available to customers through Grainger's distribution centers and branches. Primary Function:
The Human Resource Generalist ("HRG") is a Credible Activist
in the distribution center of an assigned geographic area. The HRG works in tandem with the Human Resource Manager to support business objectives.
The Grainger distribution centers support up to three-shift operations varying in population of 200-500 team members (85%NEX /15% salaried). The primary hours for the position will be 8:00 AM - 5:00 PM with flexible and rotating hours to provide coverage and meet the needs of employees on 2nd and 3rd shifts. PRINCIPAL DUTIES & RESPONSIBILITIES: Strategy Partner
- Support business objectives to acquire top talent which includes sourcing, pre-employment testing, scheduling, interviewing, making job offer, orientation and onboarding.
- Manage the posting of open positions from end to end to ensure company, state, and federal guidelines are met.
- Support talent acquisition strategies taking into account business needs, leaves of absences and temp labor.
- Ensure a strong talent pipeline exists for NEX positions and solutions are in place to source high quality talent in a timely and cost effective manner.
- Manage to an Ideal Base Organizations ("IBO") for each department; minimize expense of temp staffing by proactively recruiting and sourcing external candidates.
- Attend job fairs and network with local colleges and businesses to source top talent.
- Manage new hire orientation program for building and secure all employees have satisfactorily completed.
- Collaborate with leadership team to develop an interactive on-boarding program for new hires.
- Responsible for new hire first 90 day review/feedback new hire reviews. Meet 1:1 with each new hire after 30 days to evaluate overall new hire experience; partner with the Business Leader to provide feedback and seek resolution to outstanding concerns.
- Coach People Leaders and team members to fully utilize Performance feedback and coaching to drive improved results.
- Must be able to lead and manage change effectively to grow and support business objectives while balancing the needs of the team members. Must be effective influencing, communicating ideas, findings and recommendations.
- Partners with leaders to define, communicate, and drive change to achieve goals, while increasing the organization's capacity for change.
- Support team members embrace change by engaging key stakeholders and building commitment.
Organizational Effectiveness - One HR
- Fosters positive employee relations environment by serving as liaison between employees and management in problem/conflict resolution. Active participation in round tables and engagement surveys.
- Works closely with all departments and business units in both planning and implementing HR programs, processes, policies and procedures, as well as, advising and assisting leadership and team members with interpreting and applying company policies and procedures.
- Provide professional consultation and support to management and employees in areas such as benefits, payroll, compensation, labor management, diversity, and organizational effectiveness through a collaborative partnership with corporate support and members of Compliance, Employment Relations, Labor Relations, and Legal Departments.
- Employment law/regulations - drive DC compliance to mitigate risks, including knowing when to escalate to legal experts. Educate and influence managers on affirmative action and diversity within the work place. Identify and develop action plans for areas of concern. Responsible for ensuring we are performing outreach efforts in underestimated demographics and are compliant with OFCCP regulations. Anticipate and assess legal exposures, potential legal actions such as harassment, discrimination, wrongful discharge, unfair treatment, Workers' Compensation, FMLA, and ADA accommodations.
- Completes special projects by clarifying project objectives; setting timetables and schedules; conducting research; developing and organizing information and managing project milestones and outcomes.
- Oversee the administration of Corrective Action for the building to secure consistency throughout the building.
- Responsible for responding to Corrective Action appeals in a timely manner.
- Support and/or lead internal investigations and report on outcomes.
- Create Executive Summary's for effectiveness in managing employee relations issues.
- Assists on EEOC charges.
- Manage the handling of unemployment claims by attending hearings and gathering supporting documentation.
- Ensure maximum participation in Team Member Culture Surveys and DC Round Table Discussions.
- Support annual Culture Surveys and action plans to include measurable results and evaluations.
- Serves as a team member advocate to improve the business environment, mitigate risk, and ensure respectful treatment and due process for all.
- Demonstrates Performance Drivers to build a culture where our actions match our words.
- Leverage diverse perspectives to drive competitive advantage.
Preferred Education & Experience:
- Develop and maintain overall HR project calendar and ensure that key stakeholders are aware of projects and timelines. (This can include all HR iniatives from company benefits, team member engagement, etc)
- Collaborates across boundaries to improve the team member experience and drive business results.
- Uses analytics to inform decisions and recommendations to the business.
- Maintains an enterprise perspective while demonstrating HR expertise perspective while demonstrating HR expertise and using technology to effectively deliver solutions.
- Partner and leverage Grainger Centers of Excellence to deliver communication, resolve complex team member issues and deliver outcomes:
- INCLUSION & DIVERSITY
- HR SCORECARD & METRICS
- COMPENSATION & BENEFITS (Open enrollment, benefits enrollment, leave management, etc.)
- LEADERSHIP & TALENT DEVELOPMENT
- HEALTH & SAFETY (Workers Compensation, Modified work assessment, return to work)
- Bachelor's degree in Human Resources or a related field, or equivalent work experience. PHR or SPHR preferred.
- 5 or more years of experience or working knowledge of Human Resource disciplines, including staffing, employee development, compensation, benefits, employee relations, management practices, health, safety and security.
- Proficiency in systems including the following software: Microsoft Word and Excel, and PowerPoint Presentation.
- Good command of the English language in both verbal and written communication. Must be able to facilitate and make presentations. Possess effective interpersonal skills, e.g. warm, friendly, firm, etc.
Grainger is an Equal Opportunity Workplace and an Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.