EDUCATIONAL, CERTIFICATE and LICENSE REQUIREMENTS:
Bachelor’s degree (BA/BS) in Human Resources or Business Administration, plus five (5) years' of Human Resources Generalist experience, with emphasis on experience in retail or other related industries. Master’s degree in Business, H.R. or Organizational Design/Development preferred or equivalent combination of education and experience.

EXPERIENCE, SKILL and ABILITY REQUIREMENTS:
The following qualities are required of the Regional Human Resource Leader:

• Minimum age of 18 years old to travel for business.
• Ability to pass drug test.
• Committed to providing customer service that makes both internal and external customers feel welcome, important, and appreciated.
• Ability to preserve confidentiality of information.
• Ability and willingness to move with purpose and a strong sense of urgency.
• Ability to work weekends on an occasional basis.
• Ability to work extended days on an occasional basis.
• Ability to work day or evening hours.
• Accuracy and attention to detail.
• Ability to organize and prioritize a variety of tasks/projects.
• Ability to work within strict time frames and resolute deadlines.
• Ability to travel on a regular basis to store locations.
• Ability and commitment to develop and mentor Rite Aid associates.
• Knowledge of Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), and state and federal employment law.

JOB DESCRIPTION:
The primary purpose of the Regional Human Resources Leader is to act as a member of the multi-unit leadership team for assigned stores and districts, consult with leadership group to develop and implement effective human resource programs, policies and initiatives designed to sustain a positive work environment. Participate as an active and involved partner in the development and execution of client-specific and organizational business plans and strategies. Actively support human resources departmental objectives by collaborating with leadership team, staff and specialists in functional areas. The Human Resources District Leader acts as the primary point of service contact for the majority of human resource issues for the leadership group and associates on interpreting human resource policies and procedures. Coach and consult with leaders on how to achieve operational and strategic initiatives consistent with human resource objectives for the organization. Frequent independent judgments are essential. The incumbent is also required to perform all tasks in a safe manner consistent with corporate policies and state and federal laws.

The Regional Human Resources Leader is responsible for the functions below, in addition to other duties as assigned:

• Execute HR plans and strategies to accomplish business objectives. Ensure that human resource services are value added, effective and consistent with, store and districts, business and strategic objectives.
• Proactively identify associate engagement opportunities to improve and enhance the work environment and takes initiative in developing and implementing appropriate action plans. Lead initiatives within assigned store and district leadership on complex associate issues (i.e. labor distribution, scheduling, advocacy concerns, investigations, progressive discipline, harassment or discrimination allegations and workplace violence situations).
• Act as the first point of contact for leadership group and associates. Consults on a wide spectrum of HR issues including guidance on associate engagement, performance management, total compensation, human resources development and talent management. Provide counsel and regulatory compliance on employment laws such as ADA, FMLA, FLSA, Title VII, etc.
• Assist assigned leadership group in defining staffing needs to develop short and long-term recruitment strategies. Manage and participate in the recruitment and selection process to address workforce engagement as an outgrowth of the recruiting and staffing process.
• Lead in the execution of special projects and human resource initiatives. Including organizational development strategies e.g. change management, leadership development, conflict resolution, succession planning, etc. or representing Rite Aid in 3rd party situations such as unemployment hearings, union grievances, or DOL investigations.
• Provide necessary consulting support and take proactive steps to enhance the growth of a performance-based culture. This includes, but is not limited to, providing consultation on performance management issues, fostering a learning environment and influencing leadership on appropriate rewards and recognition to enhance the associate experience.

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