Kroger Corporate

Compensation

Full Description

Partner and provide day to day support and consultation for multiple line of business(es) of primarily exempt associates in associate relations, performance management, retention and total rewards. Assist in providing strategic business partnership to mid to senior level management associate base in order to drive business results. Role model and demonstrate the company's core values of respect, honesty, integrity, diversity, inclusion and safety.Minimum • 5+ years progressive experience in human resources • In depth knowledge of HR business processes and employment laws • Ability to travel independently (up to 25%) • Ability to maintain a high degree of confidentiality • Effectively able to prioritize and handle multiple projects and responsibilities • Ability to collaborate within and across different lines of business • Ability to effectively communicate and influence all levels of the organization • Demonstrated leadership skills • Excellent presentation, verbal and written communication skills Desired • Other PHR, SPHR,SHRM-CP or SHRM-SCP certification • Bachelor's Degree Human Resources • Previous experience in recruiting/hiring, training and development, coaching, employee relations, and/or HR strategy. - Previous experience in retail- Act in a consultative capacity to implement HR projects and business initiatives • Deliver training and drive communications/processes for compensation planning and annual performance management; administer process for calibration sessions • Consult on compensation with regards to offers of employment, job leveling, promotional increases and merit increases for all non-executive positions • Review/modify job profiles, review market data, conduct profile review for leveling, and provide strategic input and feedback to committee and business partners • Administer compensation planning process to ensure consistency, compliance and support of the company's philosophy and strategy • Provide counsel and coaching to Managers and Supervisors on associate issues (i.e. leaves of absence, PTO, career paths and other HR policies and procedures) • Coach managers in the delivery of formal and informal performance feedback • Conduct interviews and feedback discussions to identify and track trends that may impact retention • Assist in partnering with management on identifying developmental needs and outlining a course of action to address performance gaps • Guide Onboarding Specialists with the integrity of associate data including bonus potential, job code, location, manager, and wage accounts • Conduct associate investigations and bring to resolution • Prepare unemployment claims, participate in unemployment hearings and craft EEOC position statements • Partner with legal on associate issues, position statements and other matters related to associates • Must be able to perform the essential job functions of this position with or without reasonable accommodation