Hy-Vee: Hiring, Background Check & Employment Verification FAQs

Hy-Vee was founded in 1930 when Charles Hyde and David Vredenburg opened a small general store in Beaconsfield, Iowa. The company's name is a portmanteau of the founders' surnames, adopted in 1952 through an employee naming contest. After incorporating in 1938 and consolidating a network of stores across Iowa and Missouri, the company established its heritage as an employee-owned organization. In 1960, Hy-Vee formalized full employee ownership through the creation of an Employees' Trust Fund, a structure that continues to shape the company's culture today. Hy-Vee is headquartered in West Des Moines, Iowa.

Today, Hy-Vee operates more than 550 retail locations across nine Midwestern and Southern states, generating more than $13 billion in annual sales and employing more than 75,000 people, making it one of the largest employee-owned companies in the United States. Beyond traditional grocery offerings, Hy-Vee stores include bakeries, delis, pharmacies, health clinics, floral departments, and in many locations, full-service restaurants and Starbucks cafes. The company also operates supply chain facilities, including distribution centers in Chariton and Cherokee, Iowa, and a training and education center in Urbandale, Iowa.

Hy-Vee's workforce spans grocery and retail roles, including cashiers, stockers, department specialists such as bakers, butchers, and pharmacists, as well as store directors and corporate staff. A defining feature of Hy-Vee's operating model is store-level autonomy: individual stores have historically managed their own inventories, pricing, and local decision-making, a structure the company maintains as part of its culture.

Company culture and employee programs: As an employee-owned company, Hy-Vee positions every employee as a stakeholder in the business, and its long-standing mission is centered on "making lives easier, healthier and happier." The company promotes internal advancement, with many store directors and executives having started in entry-level positions. Benefits, scheduling, and advancement opportunities can vary by department and location, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the grocery and retail industry, including Hy-Vee, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

Hy-Vee is generally reported to conduct background checks as part of its hiring process, which is standard for large grocery retailers, particularly for roles involving cash handling, pharmacy access, or food safety responsibilities.

The hiring process for store-level positions at Hy-Vee typically includes an application, an interview with a department manager or store director, and a background check prior to a final offer. Specialized roles, such as pharmacy or bakery positions, may involve additional licensing or certification checks.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a grocery retail role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

What if I disagree with something in my background check?

Under the FCRA, if you believe your background check report contains inaccurate information, you have the right to dispute it directly with the consumer reporting agency that prepared the report. The agency is generally required to investigate the dispute, typically within 30 days, and to correct or remove any information it cannot verify as accurate. If Checkr conducted the background check, dispute instructions are included in the notification sent to your Checkr candidate account.

Can I see a copy of my own background check report?

Yes. Under the FCRA, if a background check is used to make an adverse hiring decision, you are entitled to receive a copy of the report along with a summary of your rights under the law before the decision becomes final.

Running a personal background check with Checkr lets you preview what Hy-Vee may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to Hy-Vee or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.