Manager, Human Resources

Welcome to Ross Stores, Inc., where our differences make us stronger… At Ross and dd’s, inclusion is a way of life. We care about our Associates and the communities we serve and we value their differences. We are committed to building diverse teams and an inclusive culture. We respect and celebrate the diversity of backgrounds, identities, and ideas of those who work and shop with us. Come join us as we continue our diversity, equality and inclusion journey!


Accountable for daily partnership with Field leadership on Human Resource issues by providing strategic planning and execution in performance management and training and development in multiple Regions. Responsible for maximum performance execution of HR deliverables and in creating action plans to positively impact bottom line business initiatives. Executes Great People initiatives including, but not limited to, strategic workforce planning, talent and performance management, skill development and management training while providing partnership and support to related functions in Corporate and in Associate Relations. Responsible for driving process execution and consistency in Field and Store management adherence to all HR practices; visiting and auditing Store execution as needed. Approves all performance management documents and Store management performance-related terminations.


Training and Development:

o Coordinate and facilitate the Management Assessment Process (MAP) for identifying internal candidates for potential career advancement or performance development, per program expectations.
o Facilitate MAP for Store Managers, Loss Prevention and above positions.
o Assist in evaluating Field leadership and Store management developmental training needs.
o Responsible for implementation and tracking of Field / Store management training programs. Evaluate and interpret HRIS Analyst tracking reports.
o Follow up on training initiatives to ensure consistency in execution. Monitor and measure success of programs.
o Conduct training as needed to enhance the skill set of Store, District and Zone management.
o Monitor and lead Individual Development Plan (IDP) execution for District Manager (DM), Loss Prevention (LP), and Store management.
o Evaluate and monitor Store Leader Essential Training execution and criteria for completion and advise DM and Zone Director (ZD), as needed.
o Partner with Field Operations to support New Store Opening (NSO) and Going Out of Business (GOB) staffing processes.
o Assess market needs regarding staffing, training, benefits, wages and labor and associate relations for NSO / GOB; communicate recommendations to all supporting business partners.
o With DMs, drive the new hire on-boarding, orientation, and training for Store Managers.
o Evaluate and monitor District Manager in Training (DMIT), District Manager (DM) and Human Resource Manager (HRM) Field training plans.

Performance Management:

o Monitor execution and provide input to Field leadership on all exempt management level performance reviews (Focal process).
o Advise and monitor the hourly performance review process with District and Store Managers.
o Consistently monitor and administer all Performance Management programs.
o Review and advise on all Store Manager performance based accountability and terminations.
o Approves all performance management documents and Store Manager performance-related terminations.
o Facilitate Assimilation process as needed, with timely follow up.
o Completes Stay Surveys with Field Leadership and Store Managers; track and report accordingly.
o Completes timely Exit Interviews on voluntary terminations with Field Leadership and Store Managers; track and report accordingly.
o Monitor execution of associate retention programs.

Succession Planning:

o Coordinate and facilitate the Region and Zone Succession Planning process.
o Partner with Field Recruiting to drive consistent execution of the management selection process, including interviews, profile execution and the onboarding process.
o Drive the corporate executive interview process to include Interview Offer and/or Relocation preparation.
o With DMs, support sourcing of Store Manager and above candidates in critical markets.
o Assess existing market needs regarding staffing, training, benefits, wages and labor and associate relations; communicate recommendations to all supporting business partners.
o Coordinate and manage the HR function for the College Recruiting program in partnership with the University Talent Management team and the corporate support teams.
o Conduct College Hire Stay Surveys as prescribed; track and report up accordingly.
o Conduct College Hire Exit Interviews on voluntary terminations; track and report up accordingly.
o Coordinate and monitor College Hire training and career development plans.
o Coordinate and monitor Military Recruit training and career development plans.

Analysis / Research:

o Recommend HR policy and procedural changes to Associate Relations and Corporate partners.
o Create and update HR procedural guides to maintain consistent execution in the Field.
o Initiate analysis / reports / statistical data which may affect Stores' HR performance and/or related business initiatives.
o Analyze statistical data to help evaluate and enhance the performance against the HR metrics and in accordance with the HR Scorecard, monitoring and advising on Store compliance issues as needed.

Liaison Corporate Office / Field:

o Provide guidance to DMs and ZDs in implementing and communicating personnel, compensation, and benefit policies and procedures throughout the Zone.
o Act as liaison between District, Zone and Regional offices.
o In partnership with Associate Relations, as additional support when needed, assist Field LP addressing associate relations or other Loss prevention issues.

Associate Relations:

o Assist DMs, ZDs and Associate Relations HR partners in identifying potential associate relations opportunities, providing counsel and advice to Zone and District business partners in creating swift solutions with Associate Relations to resolve, creating and maintaining a positive work environment.
o Ensure DMs are proactively executing a union avoidance culture and are responding with a sense of urgency to any union organizing campaign or suspicion of attempt once discovered.
o Interpret policy when questions arise at the Zone and District levels. Assist DMs and ZDs in redirecting associates when necessary.
o Support HR Service Managers on an as needed basis.
o Direct Associate Relations issues to HR Services as needed.

Special projects and other duties as assigned


• Dealing with Ambiguity

• Conflict Management

• Building Effective Teams

• Organizational/Strategic Agility

• Hiring & Staffing

• Business Acumen

• Motivating Others


• 60 - 70% travel required

• Minimum of 5 years progressive HR management experience

• Multi-unit Experience

• College in Human Resources or related Field preferred

• PHR/SPHR certification preferred

• Strong influencing skills

• Strong problem solving and continuous improvement focus

• Excellent written and communication skills

• Proven organization skills; ability to prioritize effectively and manage multiple tasks in an environment with competing demands

• Bachelor's degree required


• Job requires ability to work in an office environment, primarily on a computer.

• Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc.

• Consistent timeliness and regular attendance.

• Vision requirements: Ability to see information in print and/or electronically.

This position may be performed remotely anywhere within the United States except the State of Colorado.




This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management's discretion.

Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company's overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.