Hr Generalist

• HR Advocacy - Position HR as the "conscience" of the company by reinforcing the culture and taking a proactive approach to supporting our Code of Ethics

• Recruiting/Staffing - Oversee recruiting, staffing, interviewing, testing and assisting with selection of exempt and non-exempt positions. Partners with Division Managers and Area Recruiter to concentrate recruiting efforts in needed market, coordinates and participates in recruiting Job Fairs and Open Houses with the primary emphasis in the selection of Store Managers and Assistant Managers

• Selection - Insures implementation and compliance of Targeted Selection processes for all designated Retail positions. Facilitates position requisition and job posting processes for DMs, DMITs and Regional Support Staff as needed. Facilitates relocation program for Regional Team Members. Monitors & Coordinates Retail on boarding process

• Diversity - Ensure inclusion and an open/equitable work environment for all Team Members related to programs, policies and procedures. Promote diversity in staffing

• Team Member Relations - Oversee Team Member relations issues and investigations, including corrective action, performance management and succession planning. Oversee the investigation of unfair treatment/discrimination charges, harassment complaints, wrongful terminations, wage/hour issues and other potential legal matters. Monitor and analyze Team Member retention and other HR metrics, and develop appropriate action plans to address identified needs. Coordinate Retail Team Member survey process, as well as support and assist businesspartnersin creation/implementation of survey action plans

• Performance Management - Advise business partners on goal setting and performance reviews, providing instruction on timeline and process. Ensure that business partners are provided counsel on performance ratings and effective communication/coaching to Team Members

• HR Policy/Strategy - Partner in the development and implementation of Retail HR policies and procedures, including the creation and delivery of training/communication programs as needed. Assist in the coordination of updates to handbook/procedures manual as needed

• Organizational Design/Change Management - Partner with Regional Vice Presidents to develop and maintain an organizational design structure that provides for appropriate levels of management as well as desired development opportunities. Lead change management initiatives by creating awareness, understanding, buy-in and ownership for change

• Compliance - Ensure implementation and monitor compliance of existing company policies and programs such as postings, orientation, retention, exit interviews, substance abuse testing and revisions to handbooks/manuals and orientation materials. Complies with all federal, state, and local laws, as well as all Company policies and procedures

• Communication - Provide information to business partners in a timely and effective manner utilizing standard communication tools identified for all levels of the organization. Utilize HRIS system to ensure effective and appropriate reports are in place to analyze business needs and act proactively to impact change. Participate in weekly, monthly and quarterly Regional meetings and other communication meetings as needed. Regularly reports Team Member relations issues/activities to Director of Retail Human Resources and Regional Vice-Presidents; keeps HR Director and Regional Vice-Presidents apprised of relevant Team Member communications/morale issues

• Compensation & Benefits - Act as a resource to business partners regarding compensation and benefit issues. Coach management on salary increase recommendations and new hires, promotions and other staffing changes

• Team Member Recognition - Work with RVP & Regional Operations partners to identify effective ways to recognize Team Members. Design strategies to improve overall morale while measuring and assessing the level of improvement

• Vendor Relations - Monitor performance of all third-party vendors who support Team Member programs.Evaluate service levels and provide feedback to Corporate on vendor support and performance

SUPERVISORY RESPONSIBILITIES

None

QUALIFICATIONS

• Experience:3+ years HR experience. Retail and/or corporate experience preferred.

• Specialized Knowledge Needed: Knowledge of state and federal employment laws (i.e. EEO, FMLA, Wage & Hour), recruiting, interviewing and/or counseling/coaching skills, and strong training/presentation skills. High level of business/financial acumen also required.

• Excellent verbal and written communication, interpersonal, decision making, development/planning, performance gap analysis and conflict management skills.

• Proficiency in Microsoft Office software required

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