HR MANAGER - DC FRESH - Dollar General

Work Where You Matter:At Dollar General, our mission is Serving Others! We value each and every one of our employees. Whether you are looking to launch a new career in one of our many convenient Store locations, Distribution Centers, Store Support Center or with our Private Fleet Team, we are proud to provide a wide range of career opportunities. We are not just a retail company; we are a company that values the unique strengths and perspectives that each individual brings. Your difference truly makes a difference at Dollar General. How would you like to Serve? Join the Dollar General Journey and see how your career can thrive.Company Overview:

Dollar General Corporation has been delivering value to shoppers for more than 80 years. Dollar General helps shoppers Save time. Save money. Every day.® by offering products that are frequently used and replenished, such as food, snacks, health and beauty aids, cleaning supplies, basic apparel, housewares and seasonal items at everyday low prices in convenient neighborhood locations. Learn more about Dollar General at www.dollargeneral.com/about-us.html.

 

General Summary:

The HR Manager responsible for full service human resources management for both hourly and salaried employees, under the oversight of the Sr. Human Resources Manager for the facility.

Job Details:

Duties & Responsibilities:

• Employee Relations – Coordinates and conducts orientation and onboarding program for new hires. Supports open door policy and an environment free of organized labor through effective positive employee relations. Plans, manages, and tracks employee recognition and incentive programs.  Coordinates and leads employee engagement champions to deliver quality and meaningful activities for employees and the community. Plans, prepares and maintains employee communication centers utilizing various media such as newsletter, posters, and memorandums. Conducts investigations, prepares investigative reports and makes recommendations to resolve employee issues based on policy, past practice and legal justifications. Assists supervisors to formulate disciplinary actions. Conducts exit interviews and make recommendations based on trends or notable comments for advising management for improvement.
• Staffing – Responsible for recruitment of non-exempt and exempt applicants, develops and recommends recruiting strategies. Selects applicants for interviews and provides support for management performing the steps of the interviewing and job offer processes as well as the automated on-boarding process. Manages internal job posting process and documentation. Partners with contracted agencies to align temporary staffing to meet business needs. 
• Process Management – Responsible for maintaining human resources records and leads clerical staff in records management.  Prepares various reports from data bases and in spreadsheets for the reporting of staff management and analysis and budget management.  Monitors supervisor compliance to record management requirements.  Audits human resources records to insure data integrity.  Maintains leaves of absences at the local level in partnership with third party and Store Support Center (SSC) staff.  Prepares witness documentation and testifies at unemployment hearings. Advises management on legal/policy compliance. Maintains non-exempt HR staff time and attendance records.  Leads non-exempt HR staff in job duties and projects. Recommends and coordinates employee recognition programs and celebrations. Maintains annual budget and monthly expenditures reports. Works days, shifts and hours necessary to accomplish objectives.
  • Training – Prepares and facilitates HR leadership training for interviewing, equal employment opportunity, diversity, fair labor standards and internal policies. Manages facility certification programs for hourly and salaried employees, to include Performance Management, learning plans and Biz Library participation. Takes lead in preparing and training staff on special projects and pilot programs.
  • Compliance – Monitors and recommends actions to comply with state and Federal employment law and Company policy. Provides orientation to new employees regarding required compliance.  Maintains employment posters in compliance. 
  • Safety - Active on safety team and participates in accident reviews. Monitors compliance of reporting requirements and makes recommendations for corrective actions.
• Training – Prepares and facilitates HR leadership training for interviewing, equal employment opportunity, diversity, fair labor standards and internal policies. Manages facility certification programs for hourly and salaried employees, to include Performance Management, learning plans and Biz Library participation. Takes lead in preparing and training staff on special projects and pilot programs.

• Safety - Active on safety team and participates in accident reviews. Monitors compliance of reporting requirements and makes recommendations for corrective actions.

Qualifications:

Knowledge, Skills, and Abilities:

 

• Thorough knowledge of human resource principles and practices including positive employee relations, hiring, training, performance management, and employment law
• Ability to build effective working relationships at all levels of an organization
• Skills in researching for legal compliance and analytic ability to formulate best practices
• Effective oral and written communication skills, and ability to effectively present reports to management
• Computers skills: Word, Excel, Access, Outlook and HRIS such as Lawson, KRONOS and Sharepoint

Work Experience &/or Education

• Knowledge and skill are normally acquired through post-secondary education at the bachelor’s level in areas such as human resources management, industrial psychology and business administration.
• At least five years in a progressively responsible human resource generalist position if no college degree; or at least three years in a professional or managerial human resources position with a bachelor’s degree.
• Experience in a large, non-union distribution center or manufacturing environment (500 + employees) preferred but not required
• Professional human resources certification (or demonstrated progress towards certification) preferred but not required.

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