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Sr HR Generalist, Micro Fulfillment Center

March 2, 2026

Job Summary:

Administers personnel policy concerning all HR activities for the assigned Micro Fulfillment site. Works collaboratively to provide HR support regarding a broad range of Human Resources activities including employee engagement, performance management, recruitment and selection, employee relations, compensation, employee benefits, training and special HR projects as assigned. Develops and proposes improvements to policies, programs and procedures to improve the effectiveness of HR operations and ensures compliance with federal, state and local employment laws and EO AA practices. This is a single incumbent position at each Micro Fulfillment site.

Job Responsibilities:

Maintains relationship with Employee Relations to investigate employee concerns and respond fairly to employees, with consistent interpretation of appropriate laws and policies, and appropriate coaching to employees and management. May provide disciplinary measures to employees who are not compliant with policies or performance expectations recommendations to department managers and HR manager concerning termination of employees, as needed.
Provide business partnership to Operation Leaders on methods and approaches to facilitate positive employee experiences.
Regularly spend time in departments throughout the facility, create good working relationships, recommend and facilitate changes to create and maintain a team environment, which fosters open communication and employee participation. Develops and maintains relationships with operations business partners to drive team member experience in a way that achieves business outcomes and team member engagement.
Monitor performance evaluation program for fairness and consistency.
Develop and maintain knowledge regarding employment laws, labor relations, benefits and compensation practices, and company policies that relate to job responsibilities and integrate them into own best practices.
Accountable for supporting the implementation of HR related programs, resources and tools to optimize the workplace environment. Works closely with operations, communications, and HR leadership to ensure content and messaging reach the team members timely and with the appropriate messaging.
Partner with Talent Acquisition, HR Business Partners, and other HR departments to craft recruitment strategies that will drive candidate flow and experience for the site staffing needs.
Reviews and manages a set of routine HR data to support efficient people processes such as organizational chart management, consistent compensation practices, and workforce planning activity.
Provides coaching to business leaders at multiple leadership levels to ensure a consistent team member experience and improve engagement across the business unit. Partners with learning, development, and talent management teams to ensure team members are trained and supported in company and department procedures.
Connects with HR Shared Services, HR Information Services, and Compensation to ensure timely resolution of team member concerns and data systems accurately reflect team member population data.
Directly engages with appropriate business support teams to manage workforce planning activities and guides operations in developing a strategic talent management strategy for site specific market. Provides analysis of local market and talent needs to guide development of HR programs and processes.

About Walgreens
Founded in 1901, Walgreens (www.walgreens.com) proudly serves more than 9 million customers and patients each day across its approximately 8,000 stores throughout the U.S. and Puerto Rico. Walgreens has approximately 211,000 team members, including roughly 85,000 healthcare service providers, and is committed to being the first choice for pharmacy, retail and health services, building trusted relationships that create healthier futures for customers, patients, team members and communities.

Basic Qualifications

Bachelor degree and at least 1 year of experience in Human Resources OR High School GED and at least 4 years of experience in Human Resources
Experience with talent acquisition, employee relations, training, compensation, benefits, and HRIS systems, administration, or procedures.
Experience applying analytical capabilities.
Experience communicating with influence and collaborating with business operations teams to influence positive outcomes.
Willingness to work in a 24 by 7 operation where shifts and days may change, when necessary.
Willing to travel up to 10% of the time for business purposes within state and out of state.

Preferred Qualifications

Bachelors degree in business, psychology, or a related field and at least 3 years of HR experience.
More than 1 year contributing to or influencing HR strategy development with or without direct leadership involvement
Preferred certification as PHR granted by HRCI
Experience working with Federal, State and Local labor and employment laws, workers compensation, FMLA, ADA, and OSHA.
Experience counseling employees and coaching management
Experience facilitating training sessions.
Intermediate level skills in Microsoft Office Suite.

We will consider employment of qualified applicants with arrest and conviction records.
Salary Range: $71400 - $114300 / Salaried

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...