VP, HR GT 250

Company Description Performance Foodservice, PFG's broadline distributor, maintains a unique relationship with a variety of local customers, including independent restaurants and hotels, healthcare facilities, schools, and quick-service eateries. A team of sales reps, chefs, consultants, and other experts build close relationships with customers - providing advice on improving operations, menu development, product selection, and operational strategies. The Performance team delivers delicious food but also goes above and beyond to help independent restaurant owners achieve their dreams. We Deliver the Goods Competitive pay and benefits, including Day 1 Health & Wellness Benefits, Employee Stock Purchase Plan, 401K Employer Matching, Education Assistance, Paid Time Off, and much more Growth opportunities performing essential work to support America’s food distribution system Safe and inclusive working environment, including culture of rewards, recognition, and respect Position Summary VP, 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 is responsible for identifying and implementing 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. Position Responsibilities 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 and increase productivity. Creates and implements programs that support associate wellness. Drives the integration of the company’s culture and values across the associate life cycle. 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 and Talent Development: Understands and executes the Company’s human resource and talent strategy related to current and future talent needs, recruitment, retention, and succession planning. Coordinates recruitment efforts, ensuring timely completion of hiring and onboarding activities, either directly or through the Talent Development process. Supports performance management by assessing talent opportunities and performance gaps, oversees talent planning, talent reviews, talent development, and succession planning for assigned business groups, including goal setting, performance evaluations, career development planning, and developing performance improvement plans. HR Metrics and Analysis: Uses associate engagement survey data to formulate action plans executed throughout the fiscal year and tracks exit trends to identify weaknesses or threats to ongoing retention efforts. Performance Management: Monitors performance evaluations, proactively assists managers with poor performers, and utilizes talent management tools to assist managers in evaluating associates. Identifies training, coaching, and mentoring needs for departments, managers and associates. Labor Relations: Conducts ongoing needs analysis and implements HR solutions to create a positive work environment that fosters open communication and addresses concerns promptly. In union locations, manages interactions, participates in negotiations, and administers labor relations policies and agreements. HR Policy and Procedure Compliance: Administers and enforces HR policies and procedures, working closely with corporate HR to ensure compliance with all local and federal laws governing such issues. Maintains in-depth knowledge of compliance requirements related to day-to-day management of associates, ensuring regulatory compliance. Partners with the Regional VP of HR and legal department as needed. DEI Advocate: Implements business practices focused on inclusion of people of all identities and backgrounds. Community Service: Represents the organization as a professional in the community and supports community service initiatives and volunteer activities. Promotes a culture of corporate social responsibility and community involvement; supports charitable giving efforts that align with corporate citizenship goals. Benefits For detailed benefits information, please refer to the company’s benefits resources. Qualifications Bachelor's Degree in Human Resources or related field, or equivalent work experience. 10+ years of experience. Ability to observe strict confidentiality in all aspects of the role. Minimum of 12 years HR experience with increasing levels of responsibility, including support for senior-level business leaders in a complex environment. Seven years supervisory/management experience, including direct leadership of a client group of more than 200 associates. Strong knowledge of HR laws and regulations. Proven track record of developing and implementing HR programs and initiatives that support business objectives. Excellent communication and interpersonal skills and demonstrated ability to build strong relationships with all levels of the organization. Strong analytical skills and ability to use HR metrics and data to drive decision-making. Ability to work independently and as part of a team and manage multiple priorities and deadlines. Demonstrated ability to work with senior leaders and influence decision-making. Proven capabilities in guiding organizations through periods of change. Preferred Qualifications Master's Degree or MBA in Human Resources or other related field. Foodservice, Distribution, or related industry experience. Experience with HRIS systems (UKG preferred). Senior Professional in Human Resources Certification (SPH). PHR or SHRM-CP or SHRM-SCP certification. EEO Statement Performance Food Group and/or its subsidiaries (individually or collectively, the “Company”) 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, and any other characteristic protected by applicable local, state and federal laws and regulations. #J-18808-Ljbffr