HR Business Partner II

Introduction Ahold Delhaize USA, a division of global food retailer Ahold Delhaize, is part of the U.S. family of brands, which also includes five leading omnichannel grocery brands – Food Lion, Giant Food, The GIANT Company, Hannaford and Stop & Shop. Ahold Delhaize USA associates support the brands with a wide range of services, including Finance, Legal, Sustainability, Commercial, Digital and E-commerce, Technology and more. Overview Ahold Delhaize USA, a division of global food retailer Ahold Delhaize, is part of the U.S. family of brands, which includes five leading omnichannel grocery brands - Food Lion, Giant Food, The GIANT Company, Hannaford and Stop & Shop. Our associates support the brands with a wide range of services, including Finance, Legal, Sustainability, Commercial, Digital and E-commerce, Technology and more. The HR Business Partner (HRBP) serves as a strategic partner to the organization, aligning human resources strategy with business objectives to drive performance and results. This role ensures HR initiatives are fully embedded within functional areas and delivered through a deep understanding of the business, supported by analytics, operational insight, and talent management expertise. The HRBP provides consistent, value-adding leadership to leaders and associates, helping the business build organizational capability, engagement, and a high-performance culture. Our flexible/hybrid work schedule includes 3 in-person days at one of our core locations and 2 remote days. The office location for this role is Salisbury, NC. Responsibilities Partner with the HRBP Lead to implement, operationalize, and continuously refine a consistent HR Business Partner operating model, ensuring delivery of strategic, analytics-driven support that advances near-term execution and long-range business goals. Serve as a trusted advisor and thought partner to functional leaders by aligning HR strategies with business priorities and confidently influencing outcomes related to organizational design, leadership effectiveness, operating models, and talent decisions. Provide HR leadership to newly established and rapidly scaling functions, supporting organizational stand-up, leader onboarding, workforce planning, and structural evolution in alignment with multi-year strategic initiatives, including Tech, Data, and AI-enabled capabilities. Translate business performance objectives into actionable talent and workforce strategies, utilizing data and insights to inform hiring plans, capability development, role design, and job reinvention in fast-moving environments. Deliver hands‑on coaching and guidance to leaders and managers on employee relations, performance management, and complex people matters, applying sound judgment while balancing business priorities, associate experience, and compliance requirements. Drive associate engagement, culture, and change initiatives, leading action planning and execution to improve engagement, reinforce values‑based behaviors, and create a resilient, high-performance operating culture. Lead workforce planning and support talent pipeline strategies, partnering with Talent and Learning teams to drive innovative recruitment approaches and succession planning. Lead and execute change management and communication efforts for large-scale transformations, enabling adoption and sustained change during periods of ambiguity, high pace, and ongoing organizational evolution. Proactively identify risks, opportunities, and organizational challenges while building trusted relationships grounded in deep business knowledge and direct engagement. Additional duties may be assigned as necessary to support evolving business needs, strategic priorities, and organizational values. Requirements Bachelor's degree required; HR certification preferred 5-7 years of progressive HR experience across multiple disciplines, including organizational effectiveness, employee relations, performance management, workforce planning, and employment law, with a minimum of 5 years specifically serving in an HR Business Partner role Demonstrated experience supporting and influencing senior leaders with confidence, credibility, and the ability to challenge and drive outcomes Proven success operating in fast-paced, high-growth, or build-phase environments, with the ability to manage competing priorities, long workdays, and sustained change with autonomy Strong analytical and problem‑solving skills, with the ability to translate workforce and business data into actionable insights and recommendations Demonstrated project management and process improvement experience, including the ability to lead initiatives from concept through execution Excellent interpersonal, written, and verbal communication skills, with a consultative, business-focused approach Strong presentation, facilitation, and influence skills Intermediate Excel and PowerPoint skills Working knowledge of, and ability to interpret and apply applicable employment laws, policies, and regulations Ability to rapidly develop a deep understanding of organizational structures, roles, compensation practices, and workforce dynamics Proven ability to engage, motivate, and influence leaders and teams, including coaching through difficult or complex people situations Capability to deliver operational insight and strategic HR and talent management metrics Strong business and financial acumen Demonstrated success in building trusted partnerships and operating as a team-oriented collaborator Comfortable navigating ambiguity, driving change, and working independently Willingness to travel 10-20% outside the home office Salary Range: $108,880 - $163,320 Actual compensation offered to a candidate may vary based on their unique qualifications and experience, internal equity, and market conditions. Final compensation decisions will be made in accordance with company policies and applicable laws. #J-18808-Ljbffr ADUSA Inc