Corporate HR Manager - Retail industry

The HR Manager, Corporate Support will be responsible for the Human Resources support for several Corporate functions including Merchandising, Finance, Legal, Information Systems and Technology, Marketing and Real Estate.  The successful person will be accountable for leading and implementing the effective and consistent delivery of Human Resource programs and services to these Corporate organizations. The individual selected for this position must be customer focused and committed to delivering uncompromising customer service.  

The individual will have accountability for workforce planning including talent management, and succession planning.

Other duties will include conducting needs assessments, training, the facilitation of small and large groups in  meetings and workshops, partnering with the Corporate Team Relations department in the resolution of employee complaints, grievances , and arbitrations as well as involvement in all areas related to legal compliance (civil rights/EEOC, minor employment laws).

key responsibilities

• Visit and collaborate with client areas to better understand their business and HR needs.


• In collaboration with Corporate Work Force Planning, develop and maintain entry level rotational programs and internship programs. Create and maintain key relationships at select colleges and universities.   Attend on-campus job fairs and conduct program overviews for prospective candidates.   Engage management in recruiting efforts.


• Identify and assess business partner needs for employee and management development and training.  Coordinate with business partners to deliver cross-functional and on-the-job training.  Collaborate with Work Force Planning on the development of effective training interventions including, Conducting Performance Appraisals, Giving and Receiving Feedback, Competency Development and Assessment, Leadership Development.


• Conduct talent review meetings up to director level roles. Facilitate career path planning discussions with the management team.  Implement Corporate programs that further the develop team members and those who serve in leadership roles like mentoring programs and specialized training programs.  Facilitate team building sessions to further teaming and build internal skills to resolve conflict.


• Collaborate with Corporate Team Relations on employee relations matters including investigations, corrective action, employee complaints and career counseling.  Attend grievance meetings and arbitration.


• Establish HR metrics to help business partners understand HR related topics that support and drive business results. 


• Ensure legislative compliance in such areas as I-9’s, poster compliance, minors, wage and hour, for cause substance abuse testing, and annual audits.  Ensure implementation and monitor compliance of existing company policies and programs such as postings, orientation, retention, exit interviews and revisions to handbooks and orientation materials. 


• Direct leadership to develop and maintain an organizational design structure that provides for appropriate levels of management as well as development opportunities.  Direct change management initiatives by developing awareness, understanding, ownership and accountability for change.


• Act as a liaison to business partners and Corporate Total Rewards regarding compensation and benefit issues. 


• Develop and maintain effective relationships with key stakeholders in the Corporate functions and Corporate HR to ensure that HR strategies support and drive the accomplishment of business initiatives within a given function.


• Direct recruiting, interviewing and selection efforts for both exempt and non-exempt positions in corporate. In collaboration with WFP, develop and maintain entry level rotational programs and internship programs. Create and maintain key relationships at select colleges and universities.   Attend on campus job fairs and conduct program overview for prospective candidates.   Engage senior management in recruiting efforts. Establish an on-boarding program for new hires.  Work with distribution centers to develop pragmatic and effective approaches to talent acquisition in a way that improves attraction and retention of talent.


• Collaborate with business partners to drive business and HR results in their assigned area.  Advise and counsel business partners on all aspects of performance management including coaching, delivery of feedback, and performance appraisals.  
  qualifications needed

• Minimum of a Bachelors degree (Human Resources or Business degree preferred) or related work experience


• 5+ years of Human Resources experience, including previous leadership/management experience


• Project Management experience such as the development of HR metrics, retention strategies or the implementation of a college relations program


• Experience deploying workforce planning systems including talent management, succession planning and leadership development


• Organizational development and change management experience


• Previous Case Management experience (to include corrective action processes, terminations, conflict mediation, etc)


• Ability to present thought leadership


• Ability to take initiative and work independently


• Strong planning, organizational and problem solving skills


• Results oriented


• Demonstrated ability to listen attentively and actively


• Excellent communication skills both oral and written as well as the ability to facilitate both small and large groups in a variety of forums including formal presentations, working meetings, business reviews and informal discussions. Demonstrated ability to design effective meetings and small group interactions including one to one discussions and conflict mediations


• Ability to develop and maintain effective relationships and to build a positive rapport within all levels of the organization (up, down and sideways)


• A positive attitude, with the ability to influence change


• Previous experience with leadership recruiting


• Ability to conduct effective interviews


• Working knowledge of Microsoft Office applications and the ability to learn HR systems applications