Job Description

  Work Location Type:   Hybrid

Req Number 335123

About Grainger

W.W. Grainger, Inc. is a leading broad line distributor with operations primarily in North America and Japan. At Grainger, We Keep the World Working® by serving more than 4.6 million customers worldwide with maintenance, repair and operating (MRO) products and value-added solutions delivered through innovative technology and deep customer expertise. Known for its commitment to service and purpose-driven culture, the Company reported 2025 revenue of $17.9 billion. For more information, visit . 

Compensation:

This is an hourly position and the start rate is $29.50 per hour. 

The pay range provided above is not a guarantee of compensation. The range reflects the potential base pay for this role at the time of this posting based on the job grade for this position. Individual base pay compensation will depend, in part, on factors such as geographic work location and relevant experience and skills.

The anticipated compensation range described above is subject to change and the compensation ultimately paid may be higher or lower than the range described above. 

Grainger reserves the right to amend, modify, or terminate its compensation and benefit programs in its sole discretion at any time, consistent with applicable law.

Job Summary

The Human Resources Leadership Development Intern supports HR and business leaders in translating business priorities into people strategies, insights, and solutions. The role analyzes workforce, operational, and financial information; contributes to enterprise HR initiatives; and develops recommendations that connect people decisions to business outcomes. The role collaborates across Human Resources, including HR Business Partners and Centers of Excellence, while gaining exposure to talent, organizational effectiveness, workforce planning, leadership development, employee engagement, and emerging workforce technologies. The position is designed as an entry point into Grainger's Human Resources Leadership Development Program and provides project-based experience across the HR function.

Key Responsibilities

• Partner with HR Business Partners and business leaders to understand business priorities, identify people-related needs, and contribute to practical HR strategies and solutions aligned with business objectives.
• Analyze workforce, operational, and financial data to identify trends, develop insights, and support recommendations addressing business and organizational challenges.
• Connect HR initiatives across talent, organizational effectiveness, workforce planning, leadership development, and employee engagement to relevant business and financial outcomes.
• Collaborate with Talent Acquisition, Talent Management, Learning and Development, Total Rewards, and HR Operations to support integrated HR solutions and enterprise-wide initiatives focused on organizational effectiveness, talent strategy, and employee experience.
• Develop executive-ready presentations, dashboards, and recommendations that communicate data-driven insights, proposed actions, and project outcomes to HR and business stakeholders.
• Research emerging HR trends, AI and other workforce technologies, and leading practices to inform innovative solutions, then present strategic recommendations and internship project outcomes to senior HR leadership.

Qualifications

Education:

• Master's degree or MBA currently in progress in Human Resources, Business Administration, Industrial/Organizational Psychology, Organizational Leadership, Labor Relations, or a related discipline — required.

Experience:

• Two or more years of professional experience in Human Resources or HR-related work, including experience in people leadership, talent management, organizational development, workforce planning, employee relations, change management, or other work involving meaningful people and organizational responsibilities — required.
• Professional experience in operations, supply chain, consulting, finance, engineering, military leadership, sales, or other business functions that provides relevant business exposure — preferred.

Knowledge, Skills and Abilities

• Knowledge of HR practices and concepts across areas such as talent management, organizational development, workforce planning, employee engagement, and leadership development.
• Experience analyzing workforce, operational, and financial information to develop insights and recommendations using Microsoft Excel and related reporting or data visualization tools.
• Experience developing presentations, dashboards, and recommendations for HR or business stakeholders using Microsoft PowerPoint and other business communication tools.
• Knowledge of business operations and emerging topics affecting the workforce, including AI, technology enablement, and the future of work.

  We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex (including pregnancy), national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or expression, protected veteran status or any other protected characteristic under federal, state, or local law. We are proud to be an equal opportunity workplace.

We are committed to fostering an inclusive, accessible work environment that includes both providing reasonable accommodations to individuals with disabilities during the application and hiring process as well as throughout the course of one’s employment, should you need a reasonable accommodation during the application and selection process, including, but not limited to use of our website, any part of the application, interview or hiring process, please advise us so that we can provide appropriate assistance.

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