Human Resources Assistant Jobs at Wawa with Visa Sponsorship
Human Resources Assistant jobs at Wawa sit at the intersection of high-volume retail operations and a people-first culture. Wawa has a track record of supporting international candidates through both employment-based immigrant visa pathways and work authorization programs, making it a realistic target for sponsored HR careers.
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Get Access To All JobsSoar with us at Wawa. We believe we can make life a little better every day – one smile, hoagie, or experience at a time. And there’s one secret ingredient that truly sets Wawa apart: Our Associates. At Wawa, you’ll be part of a caring team that’s dedicated to helping all of us fly high – together. We’re team players, day-brighteners, and go-getters: and we know that Wawa is a place where we can build skills to thrive and open doors to new career opportunities. We’re proud to be a part of a winning team of Associate owners who shape our success. We’re committed to helping our communities and one another at every turn, because we know that when we fly together, there’s no limit to how far we can go. Ready to be part of a team that helps you reach new heights? Join our flock and get ready to soar.
Job Description
Job Title: WBC HR Generalist
Location: Corporate
Department: People Team
Job Summary: The WBC HR Generalist serves as an on-site Human Resources trusted partner for dairy production, transportation, and maintenance operations. This role acts as a hands-on HR generalist, providing day-to-day support across all HR disciplines while ensuring alignment with business objectives, labor requirements, and operational needs. This job plays a critical role in onboarding both union and non-union employees, driving talent development initiatives, managing training and certification programs, and facilitating key cyclical HR processes.
Principal Duties:
- Build the foundational HR, training, and certification infrastructure needed to support a high-performing manufacturing environment, including the design and rollout of processes, tools, governance, and reporting mechanisms.
- Partner with site leadership to translate operational needs into sustainable people practices, including structured onboarding, workforce readiness, SOP-based training, certification management, and frontline leadership support.
- Establish a repeatable training and certification framework that validates Associate capability, supports consistent execution of production standards, and creates clear accountability for ongoing skill development and recertification.
- Act as a hands-on onsite HR generalist and process builder, balancing day-to-day Associate and leader support with the creation of scalable systems that improve compliance, engagement, retention, and operational stability.
- Interpret and apply HR policies, procedures, and labor agreements consistently and fairly.
- Partner with site leadership to identify talent gaps and support workforce planning efforts.
- Drive talent development initiatives, including career pathing, succession planning, and employee growth strategies.
- Lead end-to-end onboarding processes for both union and non-union employees, ensuring a seamless and compliant associate experience as well as successful integration into the teams.
- Partner with operations and training teams to coordinate orientation, safety training, and job-specific onboarding plans. Manage training programs across production, transportation, and maintenance functions.
- Manage and ensure compliance with required certifications (e.g., safety, DOT, equipment operation, food safety).
- Partner with safety and quality teams to ensure alignment with regulatory and operational standards. Maintain accurate training records and reporting for audits and inspections.
- Partner with leaders to address performance issues and support corrective actions.
- Coach frontline leaders on employee development, engagement, and performance management best practices.
- Analyze HR metrics (turnover, absenteeism, training compliance, etc.) to identify trends and opportunities; provide insights and recommendations to site leadership.
- Identify and implement process improvements to enhance HR service delivery and employee experience.
- Facilitate implementation of leadership development programs within operations.
- Manage improvement initiatives or projects directly tied to employee relations/benefits/training and development.
- Facilitate core HR processes ensuring timely and accurate execution of all HR processes at the site level.
- Build strong working relationships with union representatives and promote a collaborative labor-management environment. Foster a positive and inclusive work environment across union and non-union populations.
- Other duties as assigned.
Essential Functions:
- Ability to work well individually as well as in a team environment
- Excellent oral and written communication skills
- Excellent customer service skills
- Ability to work with little or no supervision
- Proven self-starter with demonstrated ability to make decisions
- High professional standards confidentiality
- Ability to work effectively in a fast-paced, operational environment with frontline employees
- Strong interpersonal and coaching skills with the ability to influence at all levels
- Excellent problem-solving and conflict resolution capabilities
- High level of organization and attention to detail
Basic Qualifications:
- Bachelor’s degree in Human Resources, Business Administration, or related field preferred
- 3–7 years of progressive HR experience, preferably in manufacturing, food production, or distribution environments
- Experience supporting unionized workforces strongly preferred
- Strong knowledge of HR generalist practices, employment law, and labor relations
- Experience with onboarding, training management, and talent development programs
- On-site role supporting a 24/7 dairy manufacturing facility, including production, transportation, and maintenance teams
- Regular presence on the plant floor required
- Proficiency in HRIS systems and Microsoft Office
Wawa will provide reasonable accommodation to complete an application upon request, consistent with applicable law. If you require an accommodation, please contact our Associate Service Center at asc@wawa.com.
Wawa, Inc. is an equal opportunity employer. Wawa maintains a work environment in which Associates are treated fairly and with respect and in which discrimination of any kind will not be tolerated. In accordance with federal, state and local laws, we recruit, hire, promote and evaluate all applicants and Associates without regard to race, color, religion, sex, age, national origin, ancestry, familial status, marital status, sexual orientation or preference, gender identity or expression, citizenship status, disability, veteran or military status, genetic information, domestic or sexual violence victim status or any other characteristic protected by applicable law. Unlawful discrimination will not be a factor in any employment decision.
Soar with us at Wawa. We believe we can make life a little better every day – one smile, hoagie, or experience at a time. And there’s one secret ingredient that truly sets Wawa apart: Our Associates. At Wawa, you’ll be part of a caring team that’s dedicated to helping all of us fly high – together. We’re team players, day-brighteners, and go-getters: and we know that Wawa is a place where we can build skills to thrive and open doors to new career opportunities. We’re proud to be a part of a winning team of Associate owners who shape our success. We’re committed to helping our communities and one another at every turn, because we know that when we fly together, there’s no limit to how far we can go. Ready to be part of a team that helps you reach new heights? Join our flock and get ready to soar.
Job Description
Job Title: WBC HR Generalist
Location: Corporate
Department: People Team
Job Summary: The WBC HR Generalist serves as an on-site Human Resources trusted partner for dairy production, transportation, and maintenance operations. This role acts as a hands-on HR generalist, providing day-to-day support across all HR disciplines while ensuring alignment with business objectives, labor requirements, and operational needs. This job plays a critical role in onboarding both union and non-union employees, driving talent development initiatives, managing training and certification programs, and facilitating key cyclical HR processes.
Principal Duties:
- Build the foundational HR, training, and certification infrastructure needed to support a high-performing manufacturing environment, including the design and rollout of processes, tools, governance, and reporting mechanisms.
- Partner with site leadership to translate operational needs into sustainable people practices, including structured onboarding, workforce readiness, SOP-based training, certification management, and frontline leadership support.
- Establish a repeatable training and certification framework that validates Associate capability, supports consistent execution of production standards, and creates clear accountability for ongoing skill development and recertification.
- Act as a hands-on onsite HR generalist and process builder, balancing day-to-day Associate and leader support with the creation of scalable systems that improve compliance, engagement, retention, and operational stability.
- Interpret and apply HR policies, procedures, and labor agreements consistently and fairly.
- Partner with site leadership to identify talent gaps and support workforce planning efforts.
- Drive talent development initiatives, including career pathing, succession planning, and employee growth strategies.
- Lead end-to-end onboarding processes for both union and non-union employees, ensuring a seamless and compliant associate experience as well as successful integration into the teams.
- Partner with operations and training teams to coordinate orientation, safety training, and job-specific onboarding plans. Manage training programs across production, transportation, and maintenance functions.
- Manage and ensure compliance with required certifications (e.g., safety, DOT, equipment operation, food safety).
- Partner with safety and quality teams to ensure alignment with regulatory and operational standards. Maintain accurate training records and reporting for audits and inspections.
- Partner with leaders to address performance issues and support corrective actions.
- Coach frontline leaders on employee development, engagement, and performance management best practices.
- Analyze HR metrics (turnover, absenteeism, training compliance, etc.) to identify trends and opportunities; provide insights and recommendations to site leadership.
- Identify and implement process improvements to enhance HR service delivery and employee experience.
- Facilitate implementation of leadership development programs within operations.
- Manage improvement initiatives or projects directly tied to employee relations/benefits/training and development.
- Facilitate core HR processes ensuring timely and accurate execution of all HR processes at the site level.
- Build strong working relationships with union representatives and promote a collaborative labor-management environment. Foster a positive and inclusive work environment across union and non-union populations.
- Other duties as assigned.
Essential Functions:
- Ability to work well individually as well as in a team environment
- Excellent oral and written communication skills
- Excellent customer service skills
- Ability to work with little or no supervision
- Proven self-starter with demonstrated ability to make decisions
- High professional standards confidentiality
- Ability to work effectively in a fast-paced, operational environment with frontline employees
- Strong interpersonal and coaching skills with the ability to influence at all levels
- Excellent problem-solving and conflict resolution capabilities
- High level of organization and attention to detail
Basic Qualifications:
- Bachelor’s degree in Human Resources, Business Administration, or related field preferred
- 3–7 years of progressive HR experience, preferably in manufacturing, food production, or distribution environments
- Experience supporting unionized workforces strongly preferred
- Strong knowledge of HR generalist practices, employment law, and labor relations
- Experience with onboarding, training management, and talent development programs
- On-site role supporting a 24/7 dairy manufacturing facility, including production, transportation, and maintenance teams
- Regular presence on the plant floor required
- Proficiency in HRIS systems and Microsoft Office
Wawa will provide reasonable accommodation to complete an application upon request, consistent with applicable law. If you require an accommodation, please contact our Associate Service Center at asc@wawa.com.
Wawa, Inc. is an equal opportunity employer. Wawa maintains a work environment in which Associates are treated fairly and with respect and in which discrimination of any kind will not be tolerated. In accordance with federal, state and local laws, we recruit, hire, promote and evaluate all applicants and Associates without regard to race, color, religion, sex, age, national origin, ancestry, familial status, marital status, sexual orientation or preference, gender identity or expression, citizenship status, disability, veteran or military status, genetic information, domestic or sexual violence victim status or any other characteristic protected by applicable law. Unlawful discrimination will not be a factor in any employment decision.
See all Human Resources Assistant Jobs at Wawa
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Human Resources Assistant Jobs at Wawa.
Get Access To All JobsTips for Finding Human Resources Assistant Jobs at Wawa
Align your HR credentials to retail operations
Wawa's HR function handles store-level onboarding, scheduling compliance, and associate relations at scale. Highlight any experience with high-turnover workforce environments, benefits administration, or frontline employee support to match what their HR teams actually manage.
Verify your OPT or CPT timeline before applying
If you're on F-1 status, confirm your OPT authorization period covers Wawa's typical hiring and onboarding window. Retail HR roles often have seasonal hiring surges, so a misaligned work authorization end date can stall an otherwise strong application.
Target Wawa's corporate HR postings specifically
Wawa lists HR Assistant roles at both store and corporate levels. Sponsorship is more likely tied to corporate or regional HR support positions, not store-based roles. Filter your search to their corporate and regional office openings when visa sponsorship is a requirement.
Ask about PERM eligibility during the offer stage
Wawa has sponsored EB-2 and EB-3 Green Cards for this function. Once you have an offer, ask HR directly whether the role is eligible for PERM-based sponsorship. DOL requires the job duties to match a defined labor category, so clarifying this early prevents surprises after onboarding.
Use Migrate Mate to find open HR roles at Wawa
Wawa's visa-sponsored HR openings aren't always easy to surface through general job boards. Use Migrate Mate to filter specifically for Human Resources Assistant positions at Wawa that are open to sponsored candidates, saving you time spent on roles that won't support your visa status.
Prepare your TN documentation for the border crossing
If you're a Canadian or Mexican national applying with TN status, HR Assistant roles can qualify under the Management Consultant or other eligible TN categories depending on your degree. Have your offer letter, degree certificates, and job duty description ready before attempting entry.
Frequently Asked Questions
Does Wawa sponsor H-1B visas for Human Resources Assistants?
Wawa's sponsorship history for Human Resources Assistant roles is more concentrated in employment-based Green Card pathways like EB-2 and EB-3, along with F-1 OPT and TN visa. H-1B visa sponsorship for HR Assistant positions is less common in retail environments generally, as the role must qualify as a specialty occupation requiring a specific bachelor's degree. Confirming with a recruiter directly is the most reliable way to assess your specific situation.
How do I apply for Human Resources Assistant jobs at Wawa?
Applications go through Wawa's careers portal, where HR roles are listed by location and level. Migrate Mate also aggregates Wawa's open Human Resources Assistant positions and filters by visa sponsorship eligibility, which saves time if your status requires employer support. Tailor your application to highlight retail HR experience, as Wawa's operations are high-volume and associate-focused.
Which visa types are commonly used for Human Resources Assistant roles at Wawa?
Wawa has supported F-1 OPT and CPT for students in HR or business degree programs, TN status for Canadian and Mexican nationals with qualifying credentials, and EB-2 or EB-3 Green Card sponsorship through the PERM process for longer-term hires. Each pathway has different eligibility requirements and timelines, so the right option depends on your degree, nationality, and how long you plan to stay in the role.
What qualifications does Wawa expect for Human Resources Assistant positions?
Wawa typically looks for candidates with a bachelor's degree in human resources, business administration, or a related field. Practical experience with HRIS systems, onboarding coordination, or employee relations in a retail or service environment strengthens your application. Familiarity with E-Verify processes is a practical plus, since Wawa, as a large employer, uses federal employment eligibility verification for all new hires.
How do I handle the timing between my visa status and Wawa's hiring process?
Wawa's HR hiring cycles often peak around store expansions or fiscal planning periods. If you're on OPT, factor in the 90-day unemployment limit and confirm your authorization start and end dates align with their typical offer-to-start timeline, which can run four to eight weeks from application. For PERM-based sponsorship, the DOL process begins after you're already employed, so that pathway doesn't affect initial hiring timelines.