About Weee!

Weee!, headquartered in Fremont, California, is the largest and fastest-growing(700% YoY growth) Asian e-grocer providing affordable access to hard-to-find and fresh Asian ingredients directly from the source. By partnering with local suppliers and leveraging proprietary demand forecasting technology, Weee! is reshaping the grocery supply chain entirely. Weee! has received $50M+ in funding to date from Goodwater Capital, iFly.vc, XVC, VMG, Lightspeed Ventures, Silicon Valley Bank, Amino Capital and Welight Capital. Weee! is currently available in the San Francisco Bay Area, Sacramento, Seattle, and Los Angeles and is gearing up for significant service expansion nationwide slated for the next 12 months. 

About the role

Reporting to the VP HR, the HR Manager provides strategic HR strategic and tactical support to corporate and transportation teams. Works closely with leaders and associates in partner groups, ensuring implementation of human resources and leadership practices, processes and programs that support organizational effectiveness and associate development. As a core member of the HR team, collaborates on design, development, introduction and/or integration of HR processes, practices, programs and initiatives that contribute to individual and company success.


  • Partners with the Leadership Team to ensure effective execution of all primary annual HR processes for the business, i.e
  • Identifies organizational needs and leads local efforts to ensure effective definition, deployment and training around all site-specific and HR practices, which incorporates clear accountability for HR, Leadership Team members, People Managers, and other Support Associates. Effectively analyzes and uses data from leading indicating to anticipate and address of potential areas of concern
  • Accountable as an integrator for functional areas managed by other HR teams and COEs: Employee Relations, Staffing and Selection, Payroll, Training and Development, Coaching, Leadership Development, HR services delivery, Compensation and Benefits planning
  • Works with managers to design and evaluate effective staffing models. Manages change, as needed, when business needs require modifications to established models
  • Coaches managers and supervisors at all levels, providing timely and constructive feedback to help them improve their leadership effectiveness.
  • Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction
  • Identifies retention issues and recommends creative solutions to address them
  • Assists leadership to create work environments & reward systems that keep the associates stimulated and the team and organization productive.
  • Works with the Talent Acquisition team and hiring managers to effectively & efficiently identify and fill vacancies with high caliber associates at competitive wages

Performance Management

  • Partners with clients to lead constructive and thoughtful calibration sessions on both associates’ performance and potential
  • Partners with Access HR to ensure that managers at all levels have access to consultation on effective documentation practices for all levels of performance, ensuring consistency in criteria for exceptional performance; appropriate supporting information for performance noted as marginal or below expectations; and well-connected Development Plans to address weaknesses and capitalize on strengths

Legal & Compliance

  • Serves as the Equal Opportunity Employment leader, assuring compliance with all EEOC requirements and implementation of the Affirmative Action Plan and I&D goals, assuring Leadership is aware of areas of underutilization and goals for the fiscal year and drives I&D agenda
  • Ensure assure all policies and practices are written fairly and are compliant with all legal requirements. Ensures compliance with company and government requirements including, Ethics Policy, EEO, AAP, etc
  • Partners with regional HR to ensure training programs are conducted when required, i.e. Sexual Harassment, Performance Management Training, Diversity Awareness, etc
  • In conjunction with HR, ensures adherence to harmonized policies and development/implementation of local policy, as needed

Other HR Partner Responsibilities

  • Works on complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics. Has the ability to model and manipulate data to build an understanding and then communicate findings to LT in a coherent manner
  • Participates in development of methodologies, operating practices, work systems, techniques, tools and evaluation criteria for projects, programs, and people

As a key member of the HR team, collaborates on design, development, introduction and/or integration of HR processes, practices, programs and initiatives that contribute to individual and company success.


Education & Experience

  • BA/BS Degree (Major: Business, HR Management, or related field). Certification (SPHR or PHR) preferred
  • 7 years minimum HR experience in a transportation or distribution center environment. Experience may include (but should not be limited to) specialization in one or more functional areas such as change management, organizational effectiveness/development, recruitment/selection, compensation, positive employee relations, performance management, HRIS or employee and management training/development
  • Extensive HR client experience preferred. Total experience to include project and process leadership responsibility

Knowledge, Skills & Abilities 

  • Critical thinking skills are required
  • Possesses key process skills such as consulting, problem-solving, evaluation/diagnosis, workshop and meeting design and facilitation
  • Demonstrated success in translating ambiguous business needs into strategies and concrete team and individual development actions
  • Possesses personal credibility as embodied by proven track record of success, able to instill confidence in others, able to frame complex ideas in useful ways, takes appropriate risks, able to provide candid observations and alternative insights on business issues
  • Able to manage change through taking a proactive role in bringing about change and following proven change frameworks
  • Builds supportive relationships with others
  • Challenges the status quo
  • Has experience in working with others in the process of restructuring an organization (organizational design)
  • Results orientation
  • Demonstrates bias for action
  • Interpersonal and Cross-cultural Savvy
  • Customer Focus
  • Excellent communication and influencing skills across multiple levels, functions and cultures
  • Coaching/mentoring skills

Company Benefit

  • Comprehensive health insurance package, including medical, dental, and vision
  • Free lunch daily, catered by local restaurants
  • Annual bonus opportunities
  • Vacation and holiday time off
  • Monthly Weee! Points credit

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