DISTRICT HR MANAGER CANADA - D356 (Central Ontario)

The Home Depot•Ontario, WI

4d•Hybrid

About The Position

The District HR Manager (DHRM) will serve as the HR business partner for salaried managers and district managers, supporting Central Ontario including locations like Huntsville, Bracebridge, North Bay, Sudbury, Perry Sound, Thunder Bay, Timmins, and Sault Ste. Marie. This role is crucial for ensuring the effective execution of organizational effectiveness, talent planning, staffing, learning, performance management, and positive associate relations within the district. The DHRM will focus on supporting talent and performance management, associate engagement, and overall operations, playing a key role in cultivating a strong customer service culture. The position reports to the Regional Human Resources Manager (RHRM).

Requirements

Internal Candidates: Must fulfill minimum time-in-position (1 year) and performance management code requirements (M+, Meets Expectations and Consistently Demonstrates)
5+ years HR experience
Ability to strategically analyze and problem solve; works to fully understand business; identify and implement process and organizational improvements
Demonstrated leadership excellence, strong business acumen, process oriented, driven, ability to influence without authority, confidentiality, strong analytical skills, customer service experience and an ability to develop relationships through collaboration.
Strong coach and developer of talent
Ability to work a flexible retail schedule including nights and weekends
May require overnight travel (Range 5 - 40% depending on the market)
Using various formats (designated walks, store visits, Microsoft Teams etc.) and in partnership with the DM, the expectation is for the DHRM to maximize time spent in the district/stores in order to ensure effective communication, support and execution for results
A Bachelor's degree or Equivalent Work Experience
Minimum Leadership Experience: 5+ years

Nice To Haves

CHRP an asset
1 to 2 years Retail or Distribution experience an asset
CHRP/CHRL is an asset

Responsibilities

Partner with district leaders on strategic plans to drive business results and customer service, aligning with company initiatives and Home Depot values.
Participate in key HR store walks, district meetings, and other operational activities (e.g., Spring/Fall Readiness walks, store manager meetings).
Ensure consistency and fairness in the application of compensation guidelines and pay equity within budget.
Apply insights of industry trends to drive critical initiatives and inform others of relevant developments.
Monitor key HR metrics.
Partner with store leadership to engage and coach associates on the floor to drive a customer service culture.
Ensure effective use of company recognition at all levels.
Develop district-level action plans annually to follow up on VOA surveys in partnership with the District Manager (DM).
Support store and district leaders in VOA survey administration, feedback, and action planning.
Track store long-term salaried disability and manage leaves of absence and return-to-work procedures.
Conduct town hall meetings with priority groups in all stores and associate first assessments as required.
Conduct human resources-related investigations at the salaried level as required in partnership with the regional AR manager.
Own the HR review process, succession planning, and salaried pipeline.
Improve workforce diversity and champion diversity programs.
Ensure that qualified successors/pipeline are identified and ready for critical roles.
Monitor and ensure execution of salaried and high-potential training programs.
Provide recommendations, coaching, consultation, and feedback on development plans for salaried leaders.
Act as a coach and mentor to top talent and sponsor initiatives to ensure talent development.
Facilitate leadership classes as required, in alignment with talent strategy and key business initiatives.
Partner with store managers on the selection and ongoing training of store-level HR professionals.
Monitor, support, and coach leaders on the salaried performance management process.
Provide partnership, support, and counsel on all salaried activities including discipline, promotions, terminations, and demotions.
Ensure overall execution of scheduling and adherence practices at store level, including key scheduling metrics (SvF, SvA).
Ensure in-store HR professionals are appropriately trained in effective scheduling practices.
Facilitate/coordinate RMA and ensure a diverse slate of applicants are interviewed for all salaried vacancies.
Identify, build, and maintain local community and cultural recruitment partnerships.
Compile, review, and approve district staffing needs for hourly seasonal/leadership and recruitment strategies, including job fair schedules.
Ensure consistent quality in selection, assimilation, on-boarding, and training of salaried managers.
Manage Kenexa/MSS processes for salaried leaders.
Coordinate new hire orientation and on-boarding for salaried leaders within stores.
Ensure consistency and fairness in the application of compensation guidelines/pay equity.
Prepare compensation recommendations for in-store salaried leaders.
Manage yearly monetary increases within the district budget.