Full Job Description
Responsible for the overall Distribution Center (DC) human resources function.
Counsels Distribution Center (DC) management and supervisors on organizational policies and practices, such as equal employment opportunity, sexual harassment, fair wage hour and work condition practices, and recommends needed changes to ensure compliance with federal, state and local employment laws.
Performs difficult staffing duties, including understaffing, referees employee-supervisor-management conflicts, administers disciplinary procedures and advises on inappropriate management procedures, recommends corrective action.
Maintains working knowledge of DC operations and productivity measures, administration management functions. Maintains employee records and compiles statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
Manages the DC Management Assessment Program to evaluate facility managers’ performance, reports results and recommendations to corporate Talent Development manager. Prepares and follows budgets for personnel operations, department’s annual payroll, expense and operational budgets.
Plans, organizes, directs, controls personnel training, or labor relations activities of an organization, coordinates work activities of subordinates and staff relating to employment, compensation, labor and employee relations.
Coordinates with various corporate HR areas on updates and policy changes.
Assists corporate Compensation department in classification of DC positions, provides local competitor information related to wage surveys.
Attends monthly warehouse department meetings with managers, supervisors and hourly employees. Responds to policy questions, facilitates discussion, encourages feedback and assists resolving operational problems. Recaps meetings for DC Manager, recommends appropriate actions.
Drive talent management strategies throughout the DC in partnership with DC managers. Facilitate performance management and talent review processes.
Coach DC managers to enable them to drive results through respective teams.
Facilitate training, to include on-boarding, orientation and delivery of corporate training programs and initiatives.
Partner with Employee Relations Shared Services Team to investigate escalated ER issues.
Coach and develop the DC’s leadership team and management population, with a focus on development opportunities, using individual development plans, performance improvement plans, and coaching plans.
Coach DC leaders to drive change adoption and drive accountability.
Deliver HR programs to support the Supply Chain talent strategy.
Work in partnership with DC leadership to build and management a talent pipeline in each DC. Facilitate calibration sessions for performance review and succession planning processes.
Oversee performance appraisal processes.
Acts as a 'change agent' to effectively support cultural transformations in support of strategic initiatives.
Walgreens (walgreens.com), one of the nation's largest drugstore chains, is included in the Retail Pharmacy USA Division of Walgreens Boots Alliance, Inc. (Nasdaq: WBA), a global leader in retail and wholesale pharmacy. Walgreens is proud to be a neighborhood health, beauty and retail destination supporting communities across the country, and was named to FORTUNE* magazine’s 2019 Companies that Change the World list. Approximately 8 million customers interact with Walgreens in stores and online each day. As of August 31, 2019, Walgreens operates 9,277 drugstores with a presence in all 50 states, the District of Columbia, Puerto Rico and the U.S. Virgin Islands, along with its omni-channel business, Walgreens.com. Walgreens also provides specialty pharmacy and mail services and offers in-store clinics and other health care services throughout the United States, most of which are operated by our health care strategic partners.
An Equal Opportunity Employer, including disability/veterans.
Bachelor’s degree and at least five (5) years human resources experience in employee relations, staffing & selection, compensation & benefits and/or training OR High School Diploma/GED and at least (8) years human resources experience in employee relations, staffing & selection, compensation & benefits and/or training.
At least 5 years of experience applying the knowledge of Federal, State, Labor and Employment laws, Workers’ compensation, FMLA, ADA and OSHA laws.
At least 3 years of experience of coordinating, supervising, training professional level individuals.
At least 3 years of experience handling complaints, settling disputes, resolving grievances or otherwise negotiating with others.
Experience with Labor Relations
Knowledge of distribution, manufacturing and/or production environments.
Experience using time management skills such as prioritizing/organizing and tracking details and meeting deadlines of multiple projects with varying completion dates.
Intermediate level skill in Microsoft Excel (for example: using SUM function, setting borders, setting column width, inserting charts, using text wrap, sorting, setting headers and footers and/or print scaling).
Intermediate level skill in Microsoft PowerPoint (for example: applying a theme, formatting character spacing, inserting a picture, changing slide layout and theme colors, adding transitions, customizing slide numbers, changing chart style and/or formatting font).
Intermediate level skill in Microsoft Word (for example: inserting headers, page breaks, page numbers and tables and/or adjusting table columns).
Basic level skill in Microsoft Access (for example: opening a table in datasheet view, entering data, filtering data, creating a form, modifying a form layout, applying themes, running, sorting and saving queries, creating and formatting a report, changing report test, adding an image, printing labels, navigating through records, and/or exporting to Excel).
Experience in the indirect management of team members, including assisting in the development, training and assignment of work/projects to other members of a team.