The Grocery Supply Company seeks a seasoned senior HR leader to steer people strategy, ensure regulatory compliance, oversee compensation and benefits, manage employee relations, lead training initiatives, run HR operations, and supervise Brand Experience for an organization of about 800 employees. The role is on site in Sulphur Springs, Texas, and reports to the Chief Executive Officer.
Summary
The Vice President of Human Resources and Employee Engagement is responsible for shaping and executing HR strategy, maintaining compliance, directing compensation and benefits programs, guiding employee relations, driving training and leadership development, and managing HR operations. This executive also oversees Brand Experience and oversees engagement efforts including the annual Leadership Summit.
Responsibilities
- HR Strategy and Policy Leadership — Develop, recommend, and implement policies, procedures, and programs aligned with business goals, employee needs, and regulatory requirements.
- Compliance and Risk Management — Ensure HR practices and records meet federal, state, and local laws; consult with legal counsel and leadership as needed.
- Employee Relations, Engagement, and Organizational Support — Advise managers and employees on relations matters, performance concerns, disciplinary actions, and complaints; lead engagement initiatives, surveys, recognition programs, and culture-building efforts.
- Compensation, Benefits, and Retirement Programs — Oversee the design, administration, communication, and evaluation of pay structures, benefits, retirement plans, and related services.
- Recruiting, Staffing, and Retention — Establish and supervise recruitment, onboarding, placements, and retention practices across divisions.
- Training and Leadership Development — Create and manage programs to address organizational needs and strengthen leadership capabilities.
- HR Operations, Reporting, and Systems — Manage HR records, reporting, audits, systems, job descriptions, and required documentation to support compliant HR administration.
- HR Team Leadership — Provide direction, coaching, and accountability to HR staff and supervisors across the organization.
- Brand Experience Oversight — Lead the Brand Experience Manager and related functions, including events, online presence, employee communications, content, and advertising.
- Policy Implementation and Coordination — Develop and implement HR policies and initiatives through division management and facility leaders, ensuring alignment across the organization.
- Legal and Advisory Collaboration — Work with legal counsel and leadership to ensure HR practices comply with applicable laws and regulations.
- HR Guidance Across Groups — Support corporate, divisional, and facility HR personnel in equal employment opportunity, compliance, and HR best practices.
- Dispute Resolution — Mediate and advise on disputes between employees, supervisors, and managers with fairness and discretion.
- Engagement and Culture Programs — Design and lead engagement efforts, including surveys, recognition programs, and culture-building activities across divisions.
- Compensation and Benefits Oversight — Establish and maintain wage structures, pay policies, performance appraisal programs, and employee benefits and services.
- Retirement Plan Oversight — Administer the 401(k) program and participate on the plan’s investment guidance committee.
- External Partnerships — Select and coordinate HR consultants, benefit brokers, retirement plan administrators, trainers, and other providers.
- Recruiting Standards — Establish standard recruiting, onboarding, and placement practices and procedures.
- HR Records and Compliance — Maintain HR records required by law and company policy, and manage related communications.
- Program Evaluation — Implement reporting and audit procedures to measure HR program effectiveness against goals and timelines.
- Leadership Training Programs — Develop in-house management and leadership training addressing company needs across divisions.
- Communication of HR Issues — Keep managers and executives informed of significant HR trends, risks, or issues affecting objectives.
- Operational Leadership — Provide day-to-day leadership for the HR Department and offer guidance to divisional HR functions as needed.
- Confidentiality and Ethics — Uphold confidentiality, professional ethics, sound judgment, and discretion in all HR matters.
Requirements
- Bachelor’s degree in Human Resources, Business Administration, or a related field is preferred.
- Minimum of four years in progressive HR leadership roles.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
- Ability to read and interpret professional journals, procedures, and employment regulations; strong writing and presentation skills for audiences of managers and external stakeholders.
- Proficiency with HRIS, payroll systems, database software, spreadsheet programs, and word processing tools.
- Willingness to travel overnight and work occasional evenings or weekends.
Technologies
- HRIS
- Spreadsheet software
- Word processing software
- Database software
- Payroll systems
Benefits
- Health insurance
- 401(k) retirement plan
Supervisory Responsibilities
- Manages subordinate supervisors and staff within the HR Department and the Brand Experience function.
- Oversees overall direction, coordination, and evaluation of those employees and functions.
- Includes interviewing, hiring, training, planning, assigning, directing work, and addressing performance and disciplinary matters in accordance with policy and law.
Education and/or Experience
- Bachelor’s degree in Human Resources, Business Administration, or a related field preferred, plus at least four years of progressive HR leadership experience, or an equivalent combination of education and experience.
- Certification in SHRM or PHR/SPHR preferred.
Language Skills
- Strong reading, interpretation, and written communication skills for professional materials and presentations.
Mathematical Skills
- Ability to analyze compensation, benefits, and workforce data, including budgets, headcount, turnover, and related trends.
Reasoning Ability
- Ability to define problems, gather data, establish facts, and draw informed conclusions while handling multiple variables.
Computer Skills
- Proficiency with HRIS, payroll, database, spreadsheet, and word processing software.
Other Qualifications
- Hands-on HR experience with exposure to multi-site or divisional operations.
- Ability to plan, coordinate, and direct work across professional, technical, and clerical HR functions.
- Solid knowledge of HR law and regulations.
- Willingness to travel overnight and work occasional weekends or evenings.
- Ability to build trust-based relationships with employees and leaders across diverse settings.
- Capability to manage multiple complex projects alongside daily responsibilities.
Physical Demands
The role requires typical office activities such as sitting, handling, reaching, talking, and occasional standing or walking. Reasonable accommodations can be made to enable performance of essential duties.
Work Environment
The work environment is usually moderate in noise, with reasonable accommodations available to support disability needs while performing essential functions.
