Essential Functions:

Recruiting and Onboarding

• Manages various aspects of the recruiting and selection process including securing a variety of advertising venues, and delivering interview skills training to managers. Supports the orientation process for new hires and managers. 

Performance Management and Employee Relations

• Educates and consults leadership on the Performance Management process, understands and leverages the Talent Management Suite, coaches employees and managers on employee relations performance, practice or policy issues,  promotes the open door policy. 

• Responds to, investigates and determines course of action for complaints from GFS employees or others in regards to Gordon Food Service. 

Learning and Development

• Educates and assists leaders on the GFS Leadership Development initiatives. 

• Facilitates training and monitors required leadership training and development for completion. 

• Monitors effectiveness of  training by periodically auditing employee knowledge. 

• Reviews and provides feedback to Home Office HR about training materials utilized. 

• Utilizes TMS and LMS to manage learning and development activities.

Compensation and Benefits

• Understands GFS compensation practices and policies and ensures leaders understand how to properly implement.

• Assists with the process for annual compensation changes and bonus payouts. 

• Plans and supports benefits enrollment processes as well as educating employees and leaders on GFS retirement plans, benefits and wellness initiatives. 

Diversity and Inclusion

• Understands and promotes GFS Diversity and Inclusion Vision and Guiding Principles. Confirms AAP compliance. 

Absence Management

• Supports the administration of Workers Compensation, short and long term disability and FMLA using applicable software to manage processes. 

Employee Events Coordination

• Plan and implement employee events that perpetuate Gordon Food Service Culture

Manages Team

• Interviews, hires, trains, and retains staff.  Conducts performance monitoring of staff, initiates follow through with disciplinary action and termination in consultation with Human Resources when appropriate for the department.  Mentors, motivates, and develops staff and serves as a role model and resource to them

• Develops and manages capital and operational budgets for the department. 

Other Duties and Assignments

• Provides insights on how to interpret HR metrics such as turnover, new hires, diversity and AAP. 

• May perform administrative functions related to general human resources responsibilities to include processing unemployment claims, managing the training database, entering new hires and others as required, events coordination, and others. 

• Performs other duties as assigned.

Knowledge / Skills / Abilities:

• Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.

• English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.

• Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.

• Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.

• Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job.

• Social Perceptiveness — Being aware of others’ reactions and understanding why they react as they do.

• Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.

• Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.

• Negotiation — Bringing others together and trying to reconcile differences.

• Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.

• Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense.

• Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).

• Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.

• Law and Government — Knowledge of applicable employment laws and government regulations