Summary Statement: The People Services Manager is a manager of others - responsible for being an integral and strategic business partner and driver for the People Lifecyle in all things Recruiting, Hiring, Associate Relations, Onboarding, Performance Management, and Development. This individual works cross-functionally with People Services leadership, the Store Associates, and Store Leadership Team to advise and counsel.

Responsibilities & Duties

Culture and Engagement

·       Assigns key change roles to leaders, assists in creating plans, secures commitment to change, and coaches leaders on their role in the change

·       In Partnership with the GM, drives change management strategies for People Leader evolution in stores

·       Understands team members’ unique motivations and creates a climate in which people want to do their best, including providing effective rewards and recognitions

·       Identifies industry best practices for recognition of extraordinary results and performance

·       Champions Diversity and Belonging to build an environment where everyone is respected

·       Exercises a high degree of confidentiality with sensitive information

Talent Management & Compliance 

·       Owns process and completion of Talent Reviews and provide strategic support for people development

·       Leads succession planning in stores and coaches store leadership in succession planning best practices

·       Implements consistent practices and decision making across stores

·       Owns the performance management process, thus enabling and advising managers on coaching plans

·       Understands company strategy and goals and how both individual and team's work contribute to success; helps transfer this understanding to Associates

·       Owns assigned People Services initiatives and champion change adoption in stores

·       Partners with Store Leadership to stay aware of Associate concerns and address issues in a timely manner

·       Anticipates and mitigates risks and issues prior to unwanted situations and takes appropriate preventative action

·       Conducts investigations by asking probing questions, analyzing evidence across impacted parties, and determining an actionable plan

·       Facilitates mediation by asking insightful questions and listening to understand situations and provides appropriate, timely feedback to achieve resolution or improvement

·       Identifies employee issues and makes recommendations regarding People Lifecycle decisions (e.g., discipline, terminations, etc.) based on Associate performance to their Functional partner

·       Utilizes exceptional interpersonal skills to advise, counsel, and coach Associates

·       Delivers difficult and / or complex messages and determines the appropriate communication channels for these messages

·       Enforces company policies and procedures, facilitating Associate and Manager understanding of them

·       Maintains and utilizes knowledge of local and federal regulations to manage Human Resources policies and procedures

·       Makes solid judgement calls, leads change, and manages multiple priorities in a rapidly changing working environment

·       Proactive responsibilities: Audit Compliance, People Strategy, Talent Planning Strategy for assigned stores

Recruitment and Training

·       In partnership with General Manager, Identifies talent opportunities across Stores and determining priority roles to direct Recruiter

·       In partnership with general Manager, proactively identifies future talent moves and partners with Recruiter to build a bench of talent

·       Coaches on and shares best practices for recruitment and talent development with store leadership

·       Oversees the onboarding experience for new employees with Senior Managers and above

·       Partners with Training and Talent Acquisition to build strategies to address People Services opportunities and develop store talent

HR Systems and Processes

·       Generates, reviews, and analyzes reports as needed or requested

·       Responsible for payroll and expense budget and informs managers of activities that may have an impact

Total Rewards

·       Provides guidance on compensation decisions, and partners with Total Rewards & Leardership on appropriate compensation ranges

·       Accountable for the annual benefits renewal and open enrollment process and supports as needed

·       Reviews complex FMLA, ADA, Leave of Absence requests and engages in the interactive process to determine best resolution and next steps

Qualifications

·       4-6 years of relevant HR experience

·       4-year degree preferred

·       Ability to work a flexible schedule to meet the needs of the business

·       HR-related certification preferred

·       Proven track record achieving business results

·       History of leading, motivating, and coaching teams to achieve objectives

·       Basic financial acumen

·       Excellent oral and written communication skills

·       Strong attention to detail

·       Excellent interpersonal skills with ability to effectively and tactfully advise, counsel, coach, resolve conflict, and negotiate within all levels of an organization

·       "Win together" mentality

·       HR systems experience a plus

·       Basic proficiency with MS Office Product Suite, advanced proficiency preferred  

·       Certain roles may require standing, bending, climbing stairs, and lifting and carrying up to 10 pounds

·       Associates must be willing to work a flexible schedule based on business need, which will include evenings, weekends, and holidays