Director HR

Why choose us? Are you ready to take the next step in your career? Join us for an exciting opportunity at Albertsons Companies, where innovation and customer service go hand-in-hand! At Albertsons Companies, we are looking for someone who's not just seeking a job, but someone who wants to make an impact. In this role, you'll have the opportunity to lead, innovate, and contribute to the growth of a company that values great service and lasting customer relationships. This position offers the chance to work in a fast-paced, dynamic environment that's constantly evolving. The Director of Human Resources - Legal, Human Resources & HR Operations Administration is a strategic HR leadership role responsible for providing integrated client support to the Legal and Human Resources functions while leading HR program execution, operational alignment, people reporting, policy implementation, and corporate workplace investigations. The Director serves as a trusted advisor to senior leaders and translates business priorities into practical people strategies that strengthen talent, organizational effectiveness, associate relations, and the HR and associate experience. This role leads an integrated HR Operations portfolio focused on aligning with HR Centers of Excellence to translate enterprise programs into clear, consistent execution processes. In partnership with the Corporate HR Operations COE, the Director advances process improvement, AI, technology, and system outcomes across MyACI, PeopleSoft, and related tools to improve productivity and the HR user experience. The Director also owns people-data processes and standardized reporting outputs that support consistent utilization of business intelligence dashboards, including turnover and return-to-office reporting, organizational charts, and other recurring workforce metrics. The role leads policy rollout and compliance management and provides leadership and governance for complex, sensitive, and high-risk corporate workplace investigations. Main responsibilities: HR Strategy & Business Partnership Serve as the primary HR partner and trusted advisor to senior leaders across the Legal and Human Resources functions. Translate business priorities into integrated people plans addressing organizational design, workforce planning, talent strategy, leadership capability, culture, engagement, and change management. Coach leaders on organizational effectiveness, performance management, team dynamics, succession planning, and complex associate relations matters. Leverage workforce data, business context, and associate insights to identify risks, opportunities, and actionable solutions. Connect business leaders with HR Centers of Excellence and enterprise resources, ensuring coordinated, timely, and effective delivery of HR solutions. Talent, Organization & Change Leadership Lead talent reviews, succession planning, performance management, development planning, and leadership capability initiatives for assigned client groups. Partner with leaders on organizational design, role clarity, spans and layers, workforce transitions, and change implementation. Support critical role identification, talent pipeline development, internal mobility, and succession readiness. Guide leaders through organizational and cultural change by developing stakeholder engagement, communication, and adoption strategies. Foster an inclusive, accountable, and high-performing culture aligned with organizational values and business objectives. Corporate HR Investigations Lead and oversight complex, sensitive, and high-risk workplace investigations involving allegations of discrimination, harassment, retaliation, misconduct, conflicts of interest, leadership conduct concerns, ethics violations and significant policy breaches. Establish and maintain consistent investigation processes, including intake, triage, assignment, documentation, escalation, and case closure in partnership with Employment Law, Ethics & Compliance, and HR leadership. Determine investigation scope and methodology; conduct interviews, review relevant documentation, assess credibility, and prepare clear, fact-based findings and recommendations. Ensure all investigations are conducted with neutrality, confidentiality, appropriate rigor, and timely stakeholder communication. Partner with Legal and HR leaders to assess risk, determine corrective actions, drive remediation efforts, and ensure proper follow-through while maintaining clear decision-making accountability. Maintain investigation records and reporting, identify recurring trends, and recommend improvements related to policy, training, leadership practices, controls, and processes. HR Operations & Administration Partner with HR Centers of Excellence to translate enterprise programs, policies, and strategic priorities into effective execution plans. Define clear roles, responsibilities, handoffs, timelines, communications, tools, and success metrics to ensure #J-18808-Ljbffr