Manager Human Resources

Profile

The MANAGER, HUMAN RESOURCES is the HR point of contact to the manager and associate level. This position supports the leadership team in the development of manager skills to ensure an engaging and productive associate experience. The HR Manager guides and advises on the full talent cycle from recruitment and selection, on-boarding, performance management, and talent development to drive talent strategies. Operates as a key adviser regarding the performance process; recommends

appropriate actions to drive performance improvement in the associate and manager populations.

 

REPORTS TO:  Senior Director Human Resources

 

ESSENTIAL DUTIES AND RESPONSIBILITIES:

*Drives a strategic partnership with assigned business leaders to ensure their people agenda, goals and priorities are aligned with business strategy, while upholding enterprise culture and values *Facilitates change management mindset, tailoring HR support and solutions to enable the business, drive associate engagement, and sustain an inclusive environment *Drives use of the talent program including Talent Strategy and use of 9-box and Succession plans to identify internal candidates. Prepares managers for Talent Planning sessions to identify high potentials and successors; documents 9 box and succession information at manager and individual contributor level *Challenges managers to ensure associates have robust and meaningful goals; aligns goals to development feedback; guides timely feedback to associates via the appropriate channel *Identifies and recommends development programs, works with Learning and Development to build content; facilitates sessions *Provide leadership and support in the selection, hiring, and onboarding of new associates. Partners with hiring managers to review organization structure, develops and edits job descriptions. Drives diversity in hiring decisions, ensures hiring managers consider talent gaps when sourcing and selecting candidates for open roles. Supports an excellent internal and external candidate experience and holds hiring team accountable to standards. Coaches managers to develop robust onboarding plans and tracks to completion. *Lead workforce planning, organization design, and high impact talent development efforts to drive company strategies. *Guides on salary management; ensures internal compensation equity for similar roles with equivalent levels of experience *Guides and coaches managers and associates on conflict resolution, performance improvement and role clarity exercises. Conducts investigations as necessary for more complex issues. *Tracks and analyzes turnover and exit survey data; recommends adjustments regarding org design, role clarity, and engagement opportunities *Builds a culture of engagement; encourages use of recognition tools, drives engagement survey action planning, guides inclusion efforts
 

REQUIRED SKILLS:

*Excellent verbal and written communication skills *Experience guiding managers and associates in effective conflict resolution *Courage to advise employees, managers, and senior leaders on personnel issues *Ability to leverage the power of data analyses to make better decisions *Skilled in timely and efficient completion of administrative duties
 

COMPETENCIES:

Strategic Thinking - Creates and effectively communicates long term vision. Keeps team's work aligned to strategy. Creates and adjusts plans. Understands big picture to constructively challenge the status quo. Generates new ideas. Encourages innovation. Manages change effectively. Knows internal strengths and weaknesses.

 

Leading & Motivating - Models and supports DSW values. Assesses, identifies, retains, and develops talent. Builds complementary teams. Motivates, supports, and challenges associates. Resolves conflict. Makes tough decisions. Provides timely feedback. Works with and through others to exceed expectations of customers (internal/external)

 

Managing for Results - Produces sustainable results consistently. Holds team accountable. Recognizes and resolves complex problems. Understands underlying issues and addresses root causes. Measures, analyzes quantitative information and presents it effectively. Seeks input from others. Makes timely decisions.

 

QUALIFICATIONS:

EXPERIENCE:

*5-7 years Human Resource experience in a Generalist role, or multiple Specialist roles
 

PREFERRED QUALIFICATIONS:

*Retail experience in store or operations role, a plus
 

EDUCATION:

*Bachelor's degree in HR, Business, or related major

Company info

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