HR Manager - Aurora, IL

The Human Resource Manager’s (HRM) mission is to support the Area Director of HR in executing the area vision, direction, and goals. The HRM leads, manages, and influences recruitment, policy interpretation and administration, employee relations, performance management, training, and the administration of the collective bargaining agreement(s) in union facilities. The HRM supports a safe, inclusive, and engaging culture and ensures the organization has the right talent in the right roles at the right time. ESSENTIAL DUTIES AND RESPONSIBILITIES Ensure a genuine safety culture that fosters employee well‑being through engagement and leadership accountability. Role‑model and prioritize the value of safety at all times. Challenge leaders to set the right tone for safety and hold them accountable for proactive efforts that drive engagement. Advocate for a positive employee experience and high engagement. Identify employee‑experience defects, escalates risks to the right stakeholders, and promotes a positive work environment across the Market that drives engagement, retention, and EPS through consistent execution of LEAD Plays. Use data and insights to identify opportunities and make recommendations when appropriate. Participate in the development of department goals and objectives and execute plans to meet these goals. Advise supervisors and managers on the application of company policies to ensure consistency and accurate policy interpretation interdepartmentally. Facilitate training as needed, including orientation and leader development. Execute and support communication and change campaigns for strategic HR and business priorities, driving employee adoption and accelerating ROI. Support leaders to create the necessary beliefs and experiences for associates to change culture and achieve results. Collaborate with HR stakeholders to support campaigns and deliver consistent programmatic messaging across the HR function. Lead investigations with the support of the ADHR when assigned, partner with Compliance on investigations they lead, and provide findings and recommendations for employee‑relations investigations in conjunction with Region HR, Compliance, Legal, and functional leaders. Support recruitment efforts, help develop staffing and retention strategies, manage onboarding, PIP’s and IDP’s. Review and coach on hourly‑level disciplinary/performance‑management actions. Provide coaching and consulting support to Area leaders to complete talent‑assessment and planning processes, performance‑management processes, and talent identification for various programs. Lead leave‑administration practices for the market and provide guidance for the interactive process in conjunction with ADHR and Legal. Participate in interactive discussions with employees in compliance with ADA and support the Workers Compensation Program. Collaborate with and influence market leaders to ensure HR practices align with business objectives and drive market success. Remain up‑to‑date with changes in US Foods procedures, employment laws, and regulations to ensure compliance. Maintain documentation relating to personnel activities such as staffing, recruitment, training, grievances, affirmative‑action plans, and disciplinary actions. Maintain personnel files. Other duties assigned by manager. SUPERVISION N/A RELATIONSHIPS Internal: Front‑line leaders, managers, and directors in Finance, Supply Chain, Sales, and Human Resources. Associates at all levels in all departments. External: Interaction with job candidates, outside agencies, and occasionally customers. WORK ENVIRONMENT Onsite: The associate in this role is expected to perform assigned responsibilities inside a US Foods office‑based environment. Significant interaction with associates in multiple locations such as distribution centers, driver domicile yards, and occasional customer visits with territory managers. MINIMUM QUALIFICATIONS Minimum 6 years HR experience with at least 4 in a professional (non‑administrative) role. Experience consulting with and advising small management teams. Demonstrated strong foundation in core HR fundamentals to effectively support and advise the organization on various HR practices and processes. Familiarity with legislation concerning employment such as ADA, FMLA, EEOC, FLSA, Title VII. Working knowledge of MS Office; HRIS familiarity; effective presentation skills; ability to interface with all employee levels. Travel required 10‑15% EDUCATION Bachelor’s degree or equivalent work experience required. CERTIFICATIONS / TRAINING SHRM certification desirable. LICENSES Valid driver’s license required; motor‑vehicle record must be in good standing. PREFERRED QUALIFICATIONS Prior employee‑relations experience and experience working in a collective‑bargaining environment. Prior experience with affirmative‑action requirements at a federal‑government contractor. Excellent verbal and written communication skills. Strong organizational and time‑management skills. Ability to make timely and informed decisions and understand when to upscale issues. PHYSICAL QUALIFICATIONS Must be able to perform the following physical activities: Stand: frequently Walk: frequently Drive vehicle: occasionally Sit: continuously Lift 1‑10 lbs (sedentary): occasionally Grasp objects: frequently Manipulate objects: frequently Manual dexterity: continuously COMPENSATION Compensation depends on relevant experience and/or education, specific skills, function, geographic location, and other factors as applicable by law (for example: state or local minimum wage thresholds). The expected base rate for this role is between $65,000 and $100,000. EOE – Race/Color/Religion/Sex/Sexual Orientation/Gender Identity/National Origin/ Age/Genetic Information / Protected Veteran/Disability Status #J-18808-Ljbffr