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Mgr, Regional Human Resources (San Antonio, TX)

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Date: Jan 10, 2019

Location: SAN ANTONIO, TX, US, 782292108

Company: Grainger

Grainger is a broad line, business-to-business distributor of maintenance, repair and operating (MRO) supplies and other related products and services. More than 3.2 million businesses and institutions worldwide rely on Grainger for products such as safety gloves, ladders, motors and janitorial supplies, along with services like inventory management and technical support. These customers represent a broad collection of industries including commercial, government, healthcare and manufacturing. They place orders online, on mobile devices, through sales representatives, over the phone and at local branches. Approximately 5,000 suppliers provide Grainger with more than 1.6 million products stocked in Grainger’s distribution centers and branches worldwide.


Primary Function
This role focuses on deeply understanding then aligning key business and people strategies, practices and processes to ensure we have a productive environment that attracts and retains top diverse talent at the right time to deliver results. It enables the standards of excellence for HR policies and maintains the integrity of these practices while continuing to build capabilities.  This specific role focuses on consulting with business partners to determine and execute the right people strategies to drive Grainger’s strategy and position our talent as a strategic advantage.


Principal Duties & Responsibilites

Strategy Partner:

  • Proactively influence and communicate the business strategy through knowledge of the business and the market place 
  • Create the people strategy and plan to successfully execute the strategy; partner across HR and with the business to implement solutions to close gaps and create competitive advantage (develop and implement workforce plans, initiatives,and solutions that drive positive employee and labor relations, support growth and drive business results)
  • Accountable to drive and ensure Talent Excellence (outstanding execution of everything that touches and shapes a great experience for each and every team member)  
  • Accountable to ensure we have the best talent and successors for all critical roles
  • Identify and bring awareness to unique or large HR-related business issues that scale across teams or functions; may actively lead solving for large scale HR issues, often leading others
  • Provide guidance, feedback and influence business leaders to make the intelligent decisions regarding people (managing people spend, providing a point of view on talent, etc.)
  • Measure the effectiveness of the people strategy, programs and processes;  refine and adjust as appropriate
  • Improve engagement by ensuring the business strategy and plans are well understood by all
  • Ensure goals and work are aligned with the right people and accountability
  • Serve as cultural ambassadors that drive the desired cultural shifts needed to drive/ accelerate growth
  • Provide tough coaching to leadership where appropriate to ensure that they do not go off-path or have a negative impact on their people
  • Models outstanding people and ethical business leadership
  • Actively participate as a member of the business/ functional leadership the role supports

One HR:

  • Drive and champions talent excellence within business/ function supported (influences business leaders to make the intelligent talent decisions regarding performance management, career development, talent acquisition, etc.)
  • Maintains the integrity of HR policies and processes
  • Drive process and role clarity, understanding and proficiency within HR for all Key HR processes; effectively communicate in the business to achieve the desired process outcomes 
  • Identify business needs and process improvement opportunities; collaborate with COE’s and Shared Services to assess and develop solutions to improve business results (includes inclusion and diversity, compensation and benefits, talent acquisition, performance/ career management, team member/ leader development, succession planning, compensation and benefits)
  • Champion process and program standardization wherever possible by leveraging Continuous Improvement and appropriate by providing input and maintaining the integrity of HR standards of excellence
  • Regularly conduct effective workforce analysis and measurement to assess the health of the organization and talent (external and internal inputs); proactively communicate the information and implications with the business and HR; provide insight/ make recommendations regarding talent-related decision making
  • Assess and vet new hires for fit and competence for organization/ roles

Culture Builder:

  • Facilitate higher levels of engagement by training and coaching leaders to be more effective
  • Continuously emphasize the value of positive recognition and developmental feedback
  • Actively solicit team member feedback to assess the state of the organization; demonstrate the value of the feedback through action or acknowledgement; synthesize and communicate in a meaningful way
  • Ensure due process and due diligence occurs for relevant employee relations issues
  • Ensure appropriate learning and growth opportunities are identified and acted on for individuals and teams; know & help grow the talent
  • Provide feedback and execute key priorities for the HR function
  • Collaborate effectively with other HR partners to deliver timely, relevant, and consistent HR services and solutions

Change Leader:

  • Coach and facilitate the business through the appropriate change management steps to ensure successful execution of key business initiatives and projects (including right tools and resources)
  • Help the business understand and value the importance of effective change management
  • Build the business’s capacity and willingness to change through knowledge sharing and communication; help team members see the bigger context
  • Help team members understand and connect business and HR actions to business strategies and goals.
  • Constantly identify and suggest better ways to organize work and people to deliver on business strategies and improve results.


Preferred Education & Experience

General HR Generalist Competencies:

  • Strong business and financial acumen
  • Strong consulting skills, influencer and expert coach (as a business leader first and HR leader expertise)- across the organization and within the HR function- able to link business strategies with people strategies
  • Problem solving and systemic thinking skills- critical analytics/ diagnosis/ prioritization skills
  • Strong decision making skills and judgment to drive the right impact
  • Ability to relate to people at all levels and build trusted relationships
  • Strong change agent- willingness to meet people and see people where they are
  • Strong project management skills
  • Demonstrates intellectual curiosity and learning agility
  • Communication (clear, inspiring, simple, situational, multi-level, multi-cultural)
  • Strong results-orientation
  • Serves as a strong champion of inclusion and diversity
  • Highly ethical- high integrity- does the right thing for the business and our team members

Competencies Emphasized at Manager level:

  • Active team member to help building effectiveness
  • Dealing with ambiguity, responsible for business impact.
  • Managing and measuring work
  • Informing


  • BS or BA in organizational development, industrial/ organizational psychology, human resources, or related field
  • 5+ years progressive experience in business and/or human resource roles
  • Previous success in influencing without direct authority and leading change initiatives
  • HR generalist experience (Union and/or Non Union) with field-based workforce
  • Experience in a liaison role between Corporate and Field based functions

Experiences Emphasized at Manager levels:

  • Experience making hiring and staffing decisions
  • Focuses on the business function and effective project management
  • Works primarily at the manager and team member level
  • Has input in decisions that have influence on the business


Work Environment

  • Travel Requirements: Limited travel, up to 15%



  • Types of Decisions Made: People decisions, Influences business and resulting structure, Hiring/ exiting/ performance management decisions
  • Impact of Job: Key role in helping team members grow and develop to impact growth


Working Relationships

  • External Partners: Prospective talent
  •  Internal Partners: Interacts with other HR Generalists, Center of Excellence partners, and multiple levels of team members (individual contributors to managers).



Grainger is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, gender identity, sexual orientation, disability, or protected veteran status.

Job Segment: Regional Manager, Manager, Consulting, Project Manager, Change Management, Management, Technology

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