Finding the right associates — and keeping them — is a lot of work. There are many teams within human resources (HR), and they are all committed to hiring, training, promoting and retaining our greatest asset — our people. Here are just a few of the areas they cover. We’ll feature other HR teams next month.
Talent management and diversity
The talent management and diversity team has three major areas of responsibility: recruitment and talent acquisition, selection and performance measurement, and associate diversity and HR analysis. Talent acquisition, also known as recruitment, is responsible for finding potential associates. They do this through posting and advertising current openings, hosting and attending job fairs, and developing relationships with schools and community organizations that refer applicants.
Selection and performance measurement focuses on everything leading up to hiring or promoting an associate. They provide tools and processes that help business areas design jobs and assess candidates to ensure they have the right skills for the position. They also make sure we have current associates ready to take on leadership opportunities.
Associate diversity and HR analysis provides Publix leaders with data about hiring, retaining and promoting our associates. The information they collect helps our leaders understand trends in our workforce and how those trends support associate diversity.
Associate relations
The associate relations team provides a variety of services to support our hiring managers and recognize and advocate for associates.
Within associate relations, two teams — one for retail and one for support — assist our associates and managers when they’re faced with questions, concerns or conflicts and provide advice about Publix policy.
These teams serve as liaisons between corporate human resources and other retail and support departments to help implement and support strategic programs that impact our associates. Retail associate relations specialists (RARS) and support associate relations specialists (SARS) are also an extension of our open door policy, and their contact information is posted in every breakroom.
In addition to advocating for current associates, associate relations also helps potential associates. As a company, we have a centralized applicant processing department, also known as the employment office, that screens more than 75,000 applicants every year before presenting the best candidates for consideration. The employment office doesn’t make the hiring decisions, but they streamline the process for hiring managers.
In retail, our retail staffing specialists (RSS) help fill open positions by developing relationships with staffing agencies, schools and career fair coordinators. They also anticipate future hiring needs by reviewing upcoming retirements and the skills needed to fill future roles.
The employee assistance program (EAP) administers pre-employment and random drug screenings, oversees the substance abuse program and responds to crisis situations across the company. The policies department maintains the manager reference library and associate handbook, and makes sure appropriate posters are posted in every state we serve.
Lastly, associate services is in charge of facilitating the service awards program, including luncheons and dinners recognizing Publix associates for their years of service. They are also responsible for leadership conferences and the annual companywide United Way campaign.
These are just a few of the ways our HR department works for you. Next month, we’ll feature more ways this department is dedicated to your dignity, value and employment security.
