Excited to grow your career?

We value our talented employees, and whenever possible strive to help one of our associates grow professionally before recruiting new talent to our open positions. If you think the open position you see is right for you, we encourage you to apply!

If you want to make a difference, Rite Aid is the right place.

While Rite Aid is big, it still feels small — you and your work are never lost in the crowd. You know the leaders, and they recognize your impact. Teams are tightly knit and agile. Small groups, courageous enough to meet our goals in new ways. You can take your work, your team, or your business to the next level without being slowed down by a ton of process or layers of approval. For anyone with intent to grow, you can reinvent yourself in a new role or take on a new challenge while helping us reinvent Rite Aid and innovate our industry.

Wherever you work in the Rite Aid family, your diverse perspectives and fierce commitment enable us to deliver on the promise of ’whole health for life’ for communities around our country.

And that makes the biggest difference of all.

Job Summary

Reporting to the VP, Talent and Associate Experience, this position is responsible for executing strategic talent and development initiatives, which includes leading the enterprise's talent practices in assessing skills, capabilities, and performance, and providing support for programs and tools to develop and retain top talent. Leveraging systems and processes in direct collaboration with HR business partners, this position will lead the strategy and ongoing oversight of the company’s talent and performance management needs and will develop plans that result in the achievement of business objectives through enhanced performance.

Responsibilities

• Create and administer talent management programs, processes, and best practices specific to goal setting, performance management cycles, feedback and career development plans.

• Collaborates with HR Leadership to develop processes and programs around succession planning, performance management, identifying talent, and talent reviews.

• Co-facilitate the talent review process including the identification and development of top and emerging talent.

• Play a critical role in influencing, identifying, and maximizing opportunities to improve performance, potential, and capabilities of the enterprise, enabling associates to deliver the best of their abilities and work toward the next steps in their careers.

• Partner closely with Learning & Development teams, and Talent Acquisition, as well as other functional teams to jointly deliver solutions that support goals and strategic business imperatives. Key collaborative initiatives include competency modeling and alignment to skills, skill mapping to job families and functions, and system enhancements as applicable.

• Utilize analytics and data-driven insights to track key performance indicators related to performance management, associate development, and retention. Develop and deliver people analytics to identify trends and create solutions. Generate reports and dashboards to inform decision-making, identify learning opportunities, and measure effectiveness of talent management initiatives.

• Manage the performance management process to help leaders and associates better understand the expectations for success and to give and receive feedback.

• Develop a variety of training materials, tools, and resources to support transformation of performance management.

Qualifications

EDUCATION REQUIREMENTS

Education Level

Area of Specialization (Marketing, Finance, Pharmacy, Engineering/IT, etc)

Required or Preferred

Bachelor Degree

Human Resource Management or Development, Organizational Development, I/O Psychology or related fields

Required

Masters Degree

Preferred

LICENSES/CERTIFICATIONS

Licenses/Certifications

Other/List/Reason

Required or Preferred

Other:

SHRM

Preferred

leadership coaching certifcation (ICF certified)

Preferred

KNOWLEDGE, SKILLS AND ABILITIES

Knowledge, Skills and Abilities

Required or Preferred

Proficiency with HRIS and talent management software (e.g., Workday). Knowledge of system implementation and administration.

Required

Ability to align talent and performance management strategies with organizational goals. Skilled in long-term planning and visioning.

Required

Comprehensive knowledge of performance management systems, tools, and processes. Familiarity with setting performance metrics, KPIs, and evaluation techniques.

Required

Strong analytical and problem-solving skills. Ability to interpret data, identify trends, and make data-driven decisions.

Required

In-depth understanding of talent management frameworks, methodologies, and best practices, as well as workforce planning, associate development, and retention strategies.

Required

WORK EXPERIENCE

Experience

Areas of Experience (Pharmacy, Compliance, E-commerce, Retail, etc)

Required or Preferred

Minimum of 8+ years in talent management and organizational development.

Required

The typical starting pay range for this position is between $115,670 - $165,885 annually, although wages can vary based on experience and geography. 

 

 

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Fair Chance Act

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Pursuant to the Los Angeles Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Pursuant to the California Fair Chance Act, we will consider qualified applicants with a criminal history. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if we identify a conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting the Civil Right’s Department Fair Chance Act webpage.

For more detailed information around city/state required notices, click here to access a list of disclosures.

Los Angeles County Applicants : 

Pursuant to the Los Angeles County Fair Change Ordinance, we will consider for employment qualified applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.

Link - https://opportunity.lacounty.gov/wp-content/uploads/2024/03/FCO-FAQ-Final-Updated-with-Recommendations.pdf

New Jersey Law Against Discrimination (LAD)

The New Jersey Law Against Discrimination (LAD) prohibits unlawful employment discrimination based on an individual's race, creed, color, national origin, nationality, ancestry, age, sex (including pregnancy), familial status, marital/civil union status, religion, domestic partnership status, affectional or sexual orientation, gender identity and expression, atypical hereditary cellular or blood trait, genetic information, liability for military service, and mental or physical disability (including perceived disability, and AIDS and HIV status). 

Indiana Applicants:

It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

Maryland Applicants: 

Under Maryland law, an employer may not require or demand, as a condition of employment, prospective employment, or continued employment, that an individual submit to or take a polygraph examination or similar test. An employer who violates this law is guilty of a misdemeanor and subject to a fine not exceeding $100.

Massachusetts Applicants:

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Drug-Free Workplace Policy

Note to All Applicants Regarding Rite Aid’s Drug-Free Workplace Policy: Rite Aid maintains a strict policy prohibiting illegal drug activity and using, being under the influence of, or possessing illegal drugs and/or alcohol during the Work Day as well as on Company Property as defined in Rite Aid’s Drug-Free Workplace Policy. Rite Aid conducts post-offer pre-employment drug testing of all job candidates. Additionally, the Company conducts drug and/or alcohol testing in certain pre-promotion, reasonable suspicion, and post-accident scenarios along with drug loss investigations unless expressly prohibited by law. You have the right to refuse to submit to testing; however, a refusal to submit to a test when asked will result in the withdrawal of a conditional offer of employment or termination of employment. All records relating to drug tests shall be kept confidential. A copy of the policy is available from hiring management upon request.

Applicant Statement

I certify that the above statements are true and complete. I understand that the making of false statements or omitting information in this Application or in any resume or other materials submitted in connection with this application will be grounds for disqualification from employment or immediate discharge upon discovery thereof. I further understand that unless specifically altered by a written employment contract, executed by an officer of the Company, my employment will be terminable at will, either by myself or Rite Aid, at any time, with or without cause and with or without prior notice. I authorize Rite Aid to verify all education, training and professional licensure/certifications claimed by me and to secure from my former employers and references information concerning my professional accomplishments, salary, work characteristics, ability and reasons for leaving. Every conditional offer of employment with Rite Aid is subject to a criminal background check to determine his or her suitability for the position. Applicants will be required to sign an authorization to perform a criminal background check only if the applicant receives a conditional offer of employment and I understand that I will be required to submit to a drug test in accordance with Rite Aid policy. In compliance with the federal Immigration Reform and Control Act, I certify that, if hired, I will provide, within three (3) business days from the date my employment begins, proof of my identity and eligibility for employment in the United States.

EEO Statement

Rite Aid is an equal opportunity employer and is committed to cultivating a diverse work environment where individual differences are appreciated and respected. It is our policy, through responsible management, to recruit, hire, train, and promote associates regardless of their race, color, national origin, religion, sex, sexual orientation, disability, age, or any other basis protected by state or federal law. The objective of this policy is to ensure conformity with the principles of equal opportunity employment when making employment decisions and administering compensation, benefits, transfer, and social and recreational programs. Rite Aid prohibits unlawful retaliation against any person who reports harassment or discrimination.