Manager, Human Resources

GENERAL PURPOSE:

Accountable for daily partnership with Field Leadership on Human Resource (HR) people processes by providing strategic succession planning, execution in performance management, and training & development in multiple operational Regions and Field Loss Prevention. 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 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.

ESSENTIAL FUNCTIONS:

Talent Development:

Coordinate and facilitate the Management Assessment Process (MAP) for identifying internal candidates for potential career advancement or performance development, per program expectations.
Facilitate MAP for Field Leadership positions, ensuring quality feedback is provided in a timely manner. Monitor Stores execution of MAP process.
Assist in evaluating Field and Store Leadership developmental training needs.
Responsible for implementation and tracking of Field and Store Leadership training programs.
Evaluate and interpret HRIS Analyst tracking reports.
Follow up on training initiatives to ensure consistency in execution. Monitor and measure success of programs.
Conduct training, as needed, to enhance the skill set for Store and Field leadership.
Ensure execution of Field Leadership and HRM training plans, in partnership with direct supervisors.
Monitor and lead Individual Development Plan (IDP) execution for District Managers (DM), Loss Prevention, and Store Leadership.
Evaluate and monitor the Lead Your Career Store Leadership Training Program execution; partner with Field Leadership as needed.
Partner with Field Leadership to support New Store Opening (NSO) and Going Out of Business (GOB) Processes, including but not limited to, assessing market needs regarding staffing, training, benefits, wages, labor and associate relations; communicate recommendations to all supporting business partners.

Performance Management:

Monitor and drive the execution of the annual Field and Store Leadership Focal (performance review) Process, including providing guidance to Field Leadership on exempt Field and Store Leadership performance reviews. Analyze Focal data to identify opportunities with internal parity or external equity issues.
Consistently monitor and administer all Performance Management programs.
Review, provide guidance, and approve all performance management documents for exempt Field and Store Leadership.
Review and advise on accountability and terminations for exempt Field and Store Leadership.
Facilitate Field Leadership Assimilation process as needed, with timely follow up.
Complete timely Exit Interviews on voluntary terminations with exempt Field and Store Leadership.
Monitor and execute Associate retention processes, including but not limited to, Stay Surveys, data analysis, and action planning.

Succession Planning:

Coordinate and facilitate the Field and LP Succession Planning Process and ensure quality plans are in place to address any workforce planning gaps or opportunities.
Partner with Field Recruiting to drive consistent execution of the management selection process, including interviews, profile execution and relocations, if applicable.
Partner with Field Leadership to support sourcing of exempt Field and Store Leadership candidates in critical markets.
Assess existing market needs regarding staffing, training, benefits, wages and labor and associate relations; communicate recommendations to all supporting business partners
Partner with Talent Acquisition and other corporate support partners to coordinate and manage various activities of the University Talent Management Program.
Conduct College Recruit Exit Interviews on voluntary terminations; track and report up accordingly.
Coordinate and monitor College Recruit training and career development plans.
Coordinate and monitor Military Recruit training and career development plans.
Oversee the Field reporting of the Open Position Report (OPR) and Field Staffing Report (FSR)

Analysis / Research:

Recommend HR policy and process changes to Senior Leadership and Corporate partners.
Create and update HR process guides to maintain consistent Field execution.
Initiate analysis, reports, and statistical data which may impact Field and Stores HR performance and/or related business initiatives.
Analyze statistical data to help evaluate and enhance the performance of HR goals in accordance with the HR Scorecard, monitoring and advising on compliance issues as needed.

Liaison Corporate Office / Field:

Provide guidance to Field Leadership with implementing and communicating personnel, compensation, and benefit policies and procedures.
Act as liaison between District, Zone and Regional Leadership
In partnership with HR Services, as additional support when needed, assist Field Leadership with addressing associate relations issues.
Special projects and other duties as assigned

Associate Relations:

Assist Field Leadership and HR Services partners with identifying potential associate relations opportunities to maintain a TRUE and positive work environment.
Ensure Field Leadership is 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.
Assist Field Leadership with interpreting policy when questions arise and help with redirecting associates when necessary.
Support HR Services Partners on an as needed basis.
Direct associate relations issues to HR Services as needed.
COMPETENCIES:

People
Building Effective Teams
Developing Talent
Collaboration

Self
Leading by Example
Communicates Effectively
Ensures Accountability and Execution
Manages Conflict

Business
Business Acumen
Plans, Aligns, and Prioritizes
Organizational Agility

Functional
Human Resources
QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:

50% travel
Minimum of 5 years progressive HR management experience
Multi-unit experience
College degree in Human Resources or related Field preferred
PHR/SPHR certification preferred


DISCLAIMER:

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.

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