Human Resources Director

June 14, 2022
Pleasanton, CA
Job Type


Albertsons-Safeway's Northern California Division has an opening for a Human Resources Director.

Albertsons Companies is one of the largest food and drug retailers with 2,300+ stores. The Albertsons Companies family of brands includes some of the most prominent brands in food retailing, with a growing base of loyal shoppers. Thanks to the professionalism, diversity, spirit, and friendliness of our people, we have locations across the U.S.


This Director Human Resources position has two major responsibilities: 1) Provide general leadership and partnership to the retail division executive management team in the area of Human Resources. 2) Utilize the Human Resources team to provide extraordinary HR services to the retail division, distribution and administrative staff, including, but not limited to; employee relations, labor relations, retention, recruiting, staffing, workforce analytics, EEO/affirmative action compliance, training, development, assessment, payroll, leave management, general benefits, diversity, change management, litigation management, strategic planning, reorganization, compensation and benefits communication & support, cost/budget control and communications.


  • Strategic leadership advisor and partner to the Retail Executive Team and division managers. This includes execution, coaching and monitoring of leadership planning initiatives, management of the internal assessment process, and the highest-level resolution of complaints and investigations.
  • Management and execution of all employee-related HR programs including HR Development plans for line employee training to management development. General staffing, retention, turnover, workforce analytics and recruiting, communication and support of compensation and benefits programs and ownership of the division's on-boarding program.
  • Oversight of the management of costs related to training and other HR functions as well as general HR support to the retail stores, distribution centers and administrative offices including but not limited to; employee relations, labor relations, EEO/affirmative action compliance communications and the administration of active EEO charges and litigation.
  • Supervise and develop Learning, HR Manager and HR Coordinator team
  • Oversee the execution and delivery of training, selection and assessment programs including supervisory and management training for retail and backstage.
  • Monitor quality and quantity of all training in the division - both classroom and in-store.
  • Organize and manage the delivery of key assessment and selection instruments.
  • Serve as liaison between Nor Cal and Corporate in identifying issues that need correction or improvement.
  • Oversee and manage training expenses for the division including the division’s training budget in addition to direct/indirect training expenses for the retail stores.
  • Manage, provide and track mandatory compliance training for the division regarding company policies and/or state/federal requirements.
  • Supervise and/or personally conduct backstage employee complaint investigations.
  • Respond, research, and represent the company regarding Labor Commission claims, Department of Labor requests/audits, EEOC/DFEH charges and company litigation.
  • Partner with division retail leaders to drive Nor Cal’s diversity & inclusion efforts, which includes a review of the division’s people practices.
  • Ensure the division maintains a proper “bench” of individuals ready for promotional advancement, especially for Department Manager, Assistant Manager and Store Manager job groups.
  • Oversee the HR team’s handling of accommodations under the ADA including the interactive process; serve as consultant for HR staff
  • Supervise the time and attendance process for the division and ensure the retail and backstage T&A/payroll processes are completed weekly; problem solve issues.
  • Act as subject matter expert for payroll, HRIS, union contract, wage/hour, and HR support
  • Supervise the FMLA and LOA process for the division in concert with the centralized LOA processor at the AEC
  • Supervise the division’s unemployment insurance process.
  • Supervise management and retention for the division’s personnel files and legal requests.
  • Coordinate, train and monitor the performance management process.
  • Provide compensation guidance for leaders and manage the annual merit processes and quarterly bonus processes
  • Collaborate with HR staff to continually improve HR processes to better serve our retail customers.
  • Responsible for any COE delivered implementations or Division roll outs that require HR guidance or assistance.
  • HR projects as assigned.


Education Level:

  • Bachelor’s degree (preferably in Human Resources, Business, Organizational Development, or related field)
  • SPHR or PHR certification preferred
  • Retail Management experience preferred.

Skills and Experiences:

  • 9+ years’ experience in a general or specialized area of Human Resources like employment, training, or generalists work as well as three to five years as an HR Manager.
  • Three to five years of retail experience preferably in retail grocery management.
  • Excellent leadership skills and previous management experience
  • Prior experience within a union represented workplace helpful
  • Management experience in a retail environment preferred
  • Knowledge of EEOC and DFEH response process
  • Strong knowledge of Wage & Hour law across multiple states
  • Knowledge of applicable federal and state employment EEO laws and regulations
  • Training and development experience and ability to align HR development to the strategic business goals of the division
  • Experience with developing, managing and tracking complex training budgets
  • Must have experience with training program assessment, implementation, and evaluation
  • Ability to train in various environments including classroom, self-study, WCT, on-the-job, and other training methods. Strong classroom facilitation skills preferred.
  • Must have project management, problem solving, and analytical skills
  • Excellent organizational skills with the ability to handle a changing workload in order of priority
  • Knowledge of applicable federal and state employment EEO laws and regulations
  • Sense of urgency and ability to work as a business partner with retail management
  • Exceptional written and oral communication skills
  • Must have strong computer skills with proficiency in Excel, Access, Word, Outlook, and PowerPoint

TRAVEL REQUIREMENTS: Division wide, up to 20% as needed.


  • Sits for extended periods of time.
  • Bending, stooping, and twisting required periodically.
  • Uses calculators, keyboards, telephone, and other office equipment in the course of normal workday.
  • Workday is fast paced.

This position observes a hybrid work model, including "Presence with a Purpose" blending remote work with intentional time in the office to build community, create connections, and work together collaboratively.


The above statements are intended to describe the general nature and level of work being performed by associates assigned to this job classification. They are not intended to be construed as an exhaustive list of all responsibilities and skills required of personnel so classified.

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