Quick Answer

Yes, H-E-B hires individuals with felony convictions and maintains reputation as accessible Second Chance employer in Texas grocery retail. As Texas largest private employer with 117,000+ Partners (employees) and 435+ stores throughout Texas and Mexico, H-E-B conducts high-volume hiring across stores, warehouses, distribution centers, manufacturing facilities. Employment conditional upon satisfactory background check and drug screening for certain positions (warehouses, distribution, driving).

Critical consideration: Texas lacks statewide ban-the-box law private employers may ask about criminal history on applications. However, H-E-B applies EEOC individualized assessment guidance evaluating convictions based on nature, time elapsed, job duties (Green Factors). Greatest barriers include recent theft or fraud (grocery shrinkage concerns), violence against customers or employees, drug trafficking (not simple possession), sex offenses involving minors, dishonesty on application.

Best entry points: Curbside Shopper ($15-$20/hr), Stocker ($14-$19/hr), Bagger/Customer Service Assistant ($14-$18/hr) with company hiring thousands for high-turnover positions creating accessibility. Founded 1905 by Florence Butt in Kerrville TX, H-E-B ranks #6 on Forbes America Largest Private Companies with $38.9 billion revenue, donates 5% pretax profits to Texas communities, offers Partner Stock Plan ownership making employees actual company owners.

Table of Contents

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. 🚨 Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying to H-E-B, assess your background and readiness:

• Calculate 7-Year Texas Lookback: Texas law limits criminal conviction reporting to 7 years for private employer background checks (not all convictions visible after 7 years). If offense over 7 years old, likely not reported by screening agencies. Calculate from conviction date not arrest date. Misdemeanors often excluded from commercial background reports after shorter periods. Understanding reporting limits helps assess visibility.

  
  

• No Recent Theft, Fraud, Embezzlement: Grocery retail experiences significant shrinkage (loss from theft). Recent theft, fraud, embezzlement, shoplifting within 5-7 years creates major barriers for positions with cash handling, inventory access, merchandise control. Old theft offenses (10+ years) evaluated more leniently. Single isolated incident stronger position than pattern.

  
  

• Consider Position Applied For: Curbside Shopper, Stocker, Bagger positions have lower barriers than Cashier, Pharmacy Technician, Management. Apply for positions matching your record. Warehouse and distribution centers conduct drug testing (all positions) but may have more accessibility than customer-facing store roles for certain convictions.

  
  

• Pass Drug Screening if Required: Warehouses, distribution centers, driving positions require pre-employment drug testing (urine). Store positions often do NOT require drug tests except Pharmacy. Failed drug test = disqualification. Drug possession convictions (simple possession) generally acceptable with time elapsed; trafficking more problematic.

  
  

• Honesty on Application: Texas allows criminal history questions on private employer applications. If asked, answer truthfully. Dishonesty discovered during background check = automatic disqualification. However, conviction alone not automatic bar—company evaluates Green Factors (nature, time, job duties).

  
  

• Rehabilitation Documentation: Prepare evidence demonstrating rehabilitation if offense recent: stable employment since release, education completion (GED, vocational training), community involvement, treatment program completion, character references. Strong rehabilitation evidence improves chances for borderline cases and positions requiring higher trust.

🚨 Critical Regulatory Information

IMPORTANT: H-E-B operates under Texas employment law and federal EEOC guidance. Understanding Texas-specific regulations critical for Second Chance applicants.

Texas Criminal History Reporting: Texas Fair Credit Reporting Act limits criminal conviction reporting to 7 years for private employers (not government). Background check agencies generally cannot report convictions older than 7 years. Calculate from conviction date not arrest date. Arrests without convictions typically excluded after shorter periods. Felonies and misdemeanors subject to 7-year limit. However, salary positions over $75K may allow unlimited reporting—most H-E-B store positions under this threshold. Understanding these limits helps assess what H-E-B will see.

No Texas Ban-the-Box: Texas lacks statewide ban-the-box law for private employers. H-E-B can (and does) ask about criminal history on applications. However, asking about history does not mean automatic rejection. Company must follow EEOC individualized assessment requirements. If offense disclosed or discovered, company evaluates using Green Factors before making employment decision. Honesty when asked critical lying creates larger problem than actual conviction.

EEOC Individualized Assessment (Mandatory): Equal Employment Opportunity Commission requires employers conduct individualized assessment when criminal history identified. Green Factors framework: (1) Nature and gravity of offense (violent vs. property; felony vs. misdemeanor); (2) Time elapsed since conviction or sentence completion (older offenses less concern); (3) Nature of job sought (theft conviction for cash handling vs. stocking). Company cannot implement blanket bans on all people with records—must evaluate each case contextually. This federal requirement creates genuine Second Chance opportunity.

FCRA Adverse Action Process: Fair Credit Reporting Act mandates specific process if background check leads to job denial. Employer must: (1) Provide pre-adverse action notice with copy of background report and summary of rights; (2) Give minimum 5 business days to dispute inaccuracies; (3) Issue adverse action notice if ultimately denying employment with background check company contact information. This process allows challenging errors before final decision. Many wrongfully denied jobs result from background check mistakes (wrong person, outdated information, court errors).

Drug Testing: H-E-B conducts pre-employment drug screening (urine) for warehouse, distribution center, and driving positions. Most store positions do NOT require drug tests except Pharmacy roles. Failed drug test results in disqualification. Drug possession convictions (marijuana, cocaine possession) generally acceptable after time elapsed demonstrating rehabilitation. Drug trafficking or distribution more problematic given severity. Current sobriety and treatment completion strengthen applications.

Company Overview

H-E-B Grocery Company, founded 1905 by Florence Butt in Kerrville Texas, is Americas largest privately held supermarket chain based in San Antonio. Company operates 435+ stores throughout Texas and 50+ in Mexico employing 117,000+ Partners (H-E-B term for employees reflecting ownership culture). With $38.9 billion revenue (2022), H-E-B ranks #6 on Forbes America Largest Private Companies list and #3 on Customer Experience All-Stars (2024). Company is Texas largest private employer and #1 food retailer in Austin, San Antonio, Houston, Corpus Christi, Rio Grande Valley markets.

H-E-B operates multiple store formats: H-E-B superstores (majority of locations offering full-service grocery), Central Market (upscale organic and fine foods), Joe V Smart Shop (low-cost discount format with 12 locations), Mi Tienda (Hispanic-focused markets), True Texas BBQ (barbecue restaurants inside select stores). Company also runs manufacturing facilities (milk and bread processing plants among Southwest largest), distribution centers, warehouses, eCommerce fulfillment centers supporting Curbside and Home Delivery services. This diverse operation creates thousands of employment opportunities across skill levels.

Company culture emphasizes community engagement and Partner ownership. H-E-B donates 5% of annual pretax earnings to Texas communities (hundreds of millions over decades). Partners eligible for Partner Stock Plan making employees actual company owners—this ownership structure creates long-term employment stability and advancement opportunities. Excellence in Education Awards program distributes $500,000+ annually to Texas teachers and schools. Company consistently ranks top employer (Glassdoor 2025 Best Place to Work; Progressive Grocer 2010 Retailer of Year). This reputation creates competitive advantage attracting quality applicants including Second Chance candidates.

High-volume hiring creates Second Chance accessibility. Grocery retail experiences high turnover especially entry-level positions (Curbside Shopper, Stocker, Bagger averaging 6-18 month tenure). Company conducts massive career fairs hiring thousands simultaneously. August 2022: largest one-day hiring event in company history across all stores. 2025: eCommerce fulfillment center expansion creating hundreds of positions. This constant hiring volume means company cannot afford to categorically exclude people with records practical business necessity creates opportunity.

Company Fast Facts

Employees: 117,000+ Partners (Texas); 160,000+ total; Stores: 435+ in Texas, 50+ in Mexico;

Headquarters: San Antonio, Texas; Founded: 1905 by Florence Butt; Industry Leader: #1 Texas food retailer;

Revenue: $38.9 billion (2022);

Rankings: #6 Forbes Private Companies, #3 Customer Experience All-Stars;

Community Giving: 5% pretax profits annually;

Store Formats: H-E-B, Central Market, Joe V Smart Shop, Mi Tienda, True Texas BBQ;

Operations: Manufacturing, distribution, warehouses, eCommerce fulfillment;

Ownership: Private family-owned since 1905; Current CEO: Charles Butt (since 1971).

Hiring Policy Analysis

Official Policy

H-E-B does not publish detailed Second Chance hiring policy publicly. However, company follows EEOC individualized assessment requirements as major employer. Texas allows criminal history questions on applications H-E-B asks about convictions requiring disclosure. Company evaluates Green Factors when conviction identified: nature/gravity of offense, time elapsed, job duties. This individualized approach means conviction not automatic bar but evaluated contextually.

High-volume hiring necessitates practical flexibility. With thousands of positions filled annually across stores, warehouses, distribution centers, company cannot maintain overly restrictive blanket policies. Entry-level positions (Curbside, Stocker, Bagger) especially accessible given constant turnover and hiring needs. Management and specialized positions (Pharmacy, Accounting) face higher scrutiny. Company prioritizes reliability, customer service orientation, trainability over perfect criminal history for most roles.

Position-Specific Barriers

Available Positions and Pay

Pay data from 2024-2025 Glassdoor, Indeed, PayScale, Zippia reports. H-E-B advertises majority positions start $15/hour.

Career Path Examples

Store Operations: Bagger/Curbside ($14-$18/hr) → Stocker/Checker ($15-$19/hr) → Department Associate ($17-$22/hr) → Assistant Manager ($45K-$55K/yr) → Department Manager ($55K-$70K/yr).

Timeline: 3-6 years entry to management.

Warehouse/Distribution: Warehouse Picker ($16-$22/hr) → Forklift Operator ($18-$24/hr) → Lead/Supervisor ($24-$30/hr) → Warehouse Manager ($60K-$80K/yr).

Timeline: 4-7 years.

Background Check Process

What They Check: Criminal history (county/state records, 7-year Texas lookback); Employment verification (past employers, dates, titles); Education verification if claimed; Drug screening (warehouses, distribution, pharmacy, driving); References. Third-party agency conducts screening.

Timeline: Background check 5-10 business days after application/interview. Total hiring: 2-4 weeks application to start for store positions; longer for specialized roles.

Disqualifying Factors

High Risk: Recent theft/fraud/embezzlement (within 5-7 years) for cash-handling positions; Violence against customers/employees; Sex offenses involving minors; Drug trafficking or distribution (not simple possession); Dishonesty on application (automatic disqualification); Pattern of retail theft regardless of age; Active probation violations.

Moderate Risk: Single old theft conviction (10+ years); Recent drug possession (within 3-5 years); Assault without injury; DUI/DWI; Financial crimes for non-cash positions; Multiple misdemeanors suggesting pattern.

Lower Risk: Old convictions (10+ years) demonstrating rehabilitation; Non-violent offenses; Drug possession with treatment completion; Single isolated incident; Youthful offenses; Misdemeanors unrelated to retail.

Your Rights as Applicant

FCRA: Written consent before check; Pre-adverse action notice with report copy; 5 days to dispute; Adverse action notice with agency contact.

EEOC: Individualized assessment required; Green Factors evaluation; No blanket bans; Right to explain circumstances.

Texas Rights: 7-year conviction reporting limit; Expungement/sealing rights vary by offense; Challenge background check errors.

Application Strategy

1. Target High-Volume Positions: Apply for Curbside Shopper, Stocker, Bagger where constant hiring creates accessibility. Avoid Cashier, Pharmacy initially.

   
   

2. Be Honest if Asked: Texas allows criminal history questions. Answer truthfully—lying worse than actual conviction. Disclose briefly without over-explaining.

   
   

3. Apply at careers.heb.com: Complete HireVue video interview if invited (AI screening tool). Showcase personality, reliability, customer service orientation.

   
   

4. Emphasize Rehabilitation: If offense recent, prepare brief explanation focusing on: what learned, life changes, stability since release, treatment completion.

   
   

5. Highlight Relevant Skills: Customer service, reliability, physical stamina, teamwork. Even non-retail experience valuable.

   
   

6. Consider Multiple Locations: With 435+ stores, apply to several. Some managers more flexible than others.

   
   

7. Timing Matters: Apply during expansion or holiday hiring (November-December). Higher volume means less scrutiny.

   
   

8. Follow Up: Call store after applying showing initiative. Ask to speak with hiring manager.

Tips for Applicants with Records

1. Understand 7-Year Limit: Texas background checks limited to 7 years for most positions. If offense over 7 years old, likely not visible.

   
   

2. Start Lower, Advance Later: Accept entry Bagger/Curbside role even if overqualified. Prove reliability then advance internally where record already known.

   
   

3. Avoid Theft-Related Positions Initially: If theft conviction, avoid Cashier, Loss Prevention. Start Stocker/Curbside with no cash access.

   
   

4. Warehouse May Be Easier: Distribution centers need workers despite drug testing. Less customer interaction, more physical focus.

   
   

5. Partner Ownership Matters: H-E-B Partner Stock Plan means employees become owners. Long-term employment benefits even if starting low.

Benefits Overview

Compensation: $14-$24/hour entry-level; $45K-$80K management; Overtime 1.5x over 40 hours; Performance bonuses; Competitive grocery retail pay.

Health Insurance: Medical, dental, vision; Pharmacy discounts; Mental health coverage; Wellness Primary Care clinics.

Partner Stock Plan: Employee ownership program become actual H-E-B owner; 401(k) with $1.60 match per dollar up to 2.5% salary; Long-term wealth building.

Career Development: Internal advancement opportunities; Management training programs; Tuition assistance; Partner Education Program.

Work-Life: Flexible scheduling; Part-time and full-time options; PTO; Holidays; Employee assistance program; Family culture.

Employee Discounts: 10% off all H-E-B brand products; Additional member offers; Significant savings for Partners.

Employee Perspectives

Pros: Partner ownership culture unique in retail; Excellent benefits including stock ownership; Competitive pay ($15/hour starting most positions); Strong Texas reputation; Career advancement opportunities; Family-friendly scheduling; Good health insurance; Employee discounts; Community involvement culture; Stable private company; Long-term Partners common.

Cons: High-volume fast-paced environment; Physical demands (standing, lifting, walking); Weekend/holiday work required; Texas locations only (no out-of-state); Can ask about criminal history on application; Entry-level high turnover; Limited advancement without proving reliability; Some managers stricter than others; Retail schedule variability.

Frequently Asked Questions

1. Does H-E-B hire people with felonies?

   Yes, H-E-B hires individuals with felonies. As Texas largest private employer with 117,000+ Partners and constant high-volume hiring, company evaluates applicants individually per EEOC requirements. Entry-level positions (Curbside Shopper, Stocker, Bagger) most accessible. Recent theft/fraud more problematic for cash-handling roles. Old offenses (10+ years) demonstrating rehabilitation generally acceptable. Company prioritizes reliability and work ethic.

   
   

2. What is the background check process at H-E-B?

   H-E-B conducts standard retail background checks through third-party agencies. Includes criminal history (county/state records subject to 7-year Texas reporting limit for most positions), employment verification, education verification if claimed. Drug screening required for warehouse, distribution, pharmacy, driving positions but NOT most store roles. Background check takes 5-10 business days. Total hiring process 2-4 weeks application to start.

   
   

3. How far back does the background check go at H-E-B?

   Texas Fair Credit Reporting Act limits criminal conviction reporting to 7 years for private employers (positions under $75K salary threshold covering most H-E-B store jobs). Background check agencies generally cannot report convictions older than 7 years. Calculate from conviction date not arrest. This means offenses over 7 years old typically not visible to H-E-B during screening, creating opportunity for older convictions.

   
   

4. What types of convictions make hiring more difficult at H-E-B?

   Most challenging: Recent theft, fraud, embezzlement, shoplifting (within 5-7 years) for positions with cash or inventory access; Violence against customers/employees; Sex offenses involving minors; Drug trafficking (not simple possession); Pattern of retail theft regardless of age; Dishonesty on application. More acceptable: Old offenses (10+ years); Non-violent crimes; Drug possession with treatment; Single isolated incident; Offenses unrelated to retail operations.

   
   

5. What are the best entry-level roles at H-E-B for applicants with a record?

   Curbside Shopper/In-Store Shopper ($15-$20/hr) offers best accessibility with high-volume hiring, no cash handling, minimal customer interaction—shop online orders, physical work, high turnover creates constant openings. Stocker ($14-$19/hr) stocks shelves, rotates inventory, often overnight with premium pay. Bagger/Customer Service Assistant ($14-$18/hr) entry-level minimum age 16, high accessibility. Avoid Cashier, Pharmacy initially—apply after proving reliability.

   
   

6. Does H-E-B drug test, and what kind of test?

   H-E-B conducts pre-employment drug screening (urine test) for warehouse, distribution center, and driving positions. Most store positions do NOT require drug tests except Pharmacy roles. Failed drug test results in disqualification. Drug possession convictions (marijuana, other drugs) generally acceptable after time demonstrating rehabilitation and treatment completion. Drug trafficking more problematic. Current sobriety critical.

   
   

7. When does H-E-B ask about criminal history?

   Texas lacks statewide ban-the-box law for private employers. H-E-B may ask about criminal history on application or during interview process—company discretion. If asked, answer truthfully. Dishonesty discovered during background check = automatic disqualification. However, disclosure does not mean automatic rejection—company must conduct individualized assessment per EEOC requirements evaluating Green Factors (nature, time, job duties).

   
   

8. Can someone advance to management at H-E-B with a felony?

   Yes, internal advancement possible for Partners demonstrating strong performance, reliability, clean record post-hire over time. Many H-E-B managers started as Baggers or Stockers advancing through dedication. Typical progression: entry-level 2-3 years → Department Associate → Assistant Manager (5-6 years) → Department Manager (7-10 years). Partner Stock Plan ownership incentivizes long-term employment. Management positions require clean record and proven trustworthiness.

   
   

9. How long does the hiring process take?

   H-E-B hiring timeline: Application submission → HireVue video interview if invited (complete within days) → Phone screen or in-person interview (1-2 weeks) → Conditional offer → Background check (5-10 days) → Drug test if required (2-3 days) → Orientation and start. Total process typically 2-4 weeks for straightforward cases. High-volume hiring periods (holidays, expansion) may accelerate. Delays occur if background check issues require review.

   
   

10. What can applicants do to improve chances?

    Target high-accessibility positions (Curbside, Stocker, Bagger) where constant hiring creates opportunity. Be completely honest if asked about criminal history—lying worse than actual conviction. Calculate 7-year Texas lookback—if offense over 7 years, likely not visible. Emphasize rehabilitation: stable employment since release, treatment completion, education, community involvement. Apply during high-volume periods (November-December holidays, new store openings). Consider multiple locations—some managers more flexible. Highlight customer service skills, reliability, physical stamina. Start entry-level even if overqualified then advance internally.

Alternative Second Chance Employers in Texas Grocery/Retail

Conclusion

H-E-B represents highly accessible Second Chance employer in Texas grocery retail with 117,000+ Partners, 435+ stores, and constant high-volume hiring across entry-level through management positions. As Texas largest private employer and #1 food retailer in major markets (Austin, San Antonio, Houston, Corpus Christi, Rio Grande Valley), company cannot afford to categorically exclude people with criminal records practical business necessity creates genuine opportunity.

Texas 7-year conviction reporting limit for private employers creates significant advantage for older offenses. Background check agencies generally cannot report convictions older than 7 years, meaning offenses over this threshold typically invisible to H-E-B during screening. Calculate carefully from conviction date. This legal framework combined with high turnover in entry-level positions (Curbside Shopper, Stocker, Bagger averaging 6-18 month tenure) creates substantial accessibility.

Best Second Chance paths: Curbside Shopper/In-Store Shopper ($15-$20/hr, $37K average annually) offers highest accessibility with no cash handling, minimal customer interaction, physical work shopping online orders. High turnover creates constant openings—company conducts massive hiring events filling thousands of positions. Stocker ($14-$19/hr) stocks shelves, rotates inventory, often overnight premium. Bagger/Customer Service Assistant ($14-$18/hr) entry-level minimum age 16. These positions require reliability, customer service orientation, physical stamina more than perfect criminal history.

Critical success factors: Be honest if asked about criminal history on application—Texas allows questions but company must conduct individualized assessment per EEOC. Lying discovered during background check worse than actual conviction creating automatic disqualification. Emphasize rehabilitation for recent offenses: stable employment since release, treatment completion, education (GED, vocational training), community involvement, character references. Apply during high-volume periods (November-December holidays, new store openings, expansion) when hiring velocity reduces individual scrutiny. Consider multiple locations—some hiring managers more flexible than others. Target positions matching your record—avoid cash-handling if theft conviction.

Biggest barriers: Recent theft, fraud, embezzlement, shoplifting within 5-7 years for positions with cash or inventory access. H-E-B experiences significant retail shrinkage (theft loss) making financial crimes heavily scrutinized. Violence against customers or employees. Sex offenses involving minors. Drug trafficking (not simple possession which more acceptable with time). Pattern of retail theft regardless of age. Dishonesty on application. However, single old theft conviction (10+ years) demonstrating rehabilitation evaluated more leniently. Non-violent offenses generally acceptable. Drug possession with treatment completion acceptable.

Partner Stock Plan ownership distinguishes H-E-B from competitors. Employees become actual company owners through stock program creating long-term wealth building and employment stability. Combined with 401(k) match ($1.60 per dollar up to 2.5% salary), comprehensive health benefits, 10% employee discount, tuition assistance, benefits package competitive with major corporations. Company culture emphasizes community engagement (5% pretax profits to charity annually) and Partner development creating advancement opportunities from entry Bagger to Department Manager ($55K-$70K annually) over 5-8 years.

Drug testing limited to warehouse, distribution, pharmacy, driving positions most store roles do NOT require drug screens. This creates accessibility for people with drug possession convictions or those in recovery. Failed drug test results in disqualification but drug possession convictions generally acceptable after demonstrating sobriety and treatment completion. Drug trafficking more problematic given severity.

Timeline considerations: Application to start typically 2-4 weeks for store positions. HireVue video interview if invited (AI tool assessing personality, communication). Background check 5-10 business days. High-volume hiring periods may accelerate. Company founded 1905 by Florence Butt maintaining family ownership—private company stability creates long-term employment security unlike publicly traded retailers facing quarterly pressure. Charles Butt (CEO since 1971) transformed $250 million company to $38.9 billion demonstrating sustained growth.

Bottom line: H-E-B offers legitimate Second Chance opportunities for people with criminal records willing to start entry-level, demonstrate reliability, advance through performance. With thousands of positions filled annually, practical necessity overrides overly restrictive policies. Texas 7-year reporting limit, EEOC individualized assessment requirements, high-turnover entry-level roles, Partner ownership culture, expansion into Dallas-Fort Worth Metroplex creating hundreds of positions—multiple factors align creating genuine accessibility. Not every position accessible to every record but company evaluates contextually rather than blanket exclusions. Motivated candidates with rehabilitation evidence, honest disclosure, realistic position targeting can successfully launch grocery retail careers advancing to management, department leadership, potentially $55K-$70K annual earnings with comprehensive benefits including stock ownership.

Apply Now at careers.heb.com or heb.com/careers

Disclaimer

This guide provides general information and should not be considered legal advice. H-E-B hiring decisions vary by position, location, manager discretion, individual circumstances. Texas employment law (7-year conviction reporting limit, no ban-the-box for private employers) and EEOC requirements complex—consult employment attorneys for case-specific guidance. Salary data from 2024-2025 Glassdoor, Indeed, PayScale, Zippia reports may vary by location, experience, position, market conditions. Background check depth, disqualifying factors, and accessibility vary by offense nature, time elapsed, position applied for, rehabilitation evidence, manager discretion. Always verify current H-E-B requirements with company HR or careers team. Individual employment outcomes depend on criminal history details, honesty during application process, position availability, hiring manager flexibility, timing of application, competition from other candidates. H-E-B name used for informational purposes only. FelonFriendlyJobsNow.com makes no warranties about employment outcomes. Information current as of December 2025 but company policies subject to change.