HR Business Partner – Field

Michaels Stores•Irving, TX

6d•Onsite

About The Position

The HR Business Partner – Field manages and coordinates programs, policies and priorities of Michaels stores organization for their assigned division. The HRBP assists in sourcing and retention strategies, performance management review, training initiatives, conflict resolution, management development and employment policies and practices. In addition, the HRBP also advises store, district, and regional management regarding employee relations and HR policies and procedures.

Requirements

Bachelor’s degree in Human Resources, Business or related field required
Microsoft Office Suite
5+ years experience in HR Generalist or HR Leadership role
Must be people oriented and results driven
Ability to build and effectively manage interpersonal relationships at all levels of the organization, including executive levels
Be able to work independently and exercise excellent judgment, as well as be an active member of both the store leadership and HR teams.
Ability to analyze data, make recommendations and develop and execute plans in support of organizational goals and objectives
Proven ability to work independently on a variety of responsibilities and projects
Must possess a very high degree of discretion and confidentiality
Excellent written and verbal communication skills including facilitation skills.
Ability to multitask

Nice To Haves

Bachelor’s degree
SHRM PHR certification
Familiarity with Workday
Experience working for a retailer or other multi-unit, national business

Responsibilities

Builds and cultivates effective relationships with respective business leaders by meeting regularly and providing insight and guidance to maximize team performance.
Provides leadership and support to managers and team members on policy interpretation and other associate relations matters, including performance management and training needs.
Develops thoughtful, integrated approaches to promote diversity and inclusion in talent attraction, development and retention.
Coaches business leaders on key organizational and management issues.
Analyzes metrics on turnover, engagement and other business related data to develop effective strategies and plans to attract and retain team members.
Leads department leadership through engagement program throughout the year including Engagement Survey, action planning, and pulse surveys.
Develops change management plans and manage stakeholders before and after changes take place.
Partners with department leadership to drive succession planning programs throughout the year – including talent reviews, bench planning, high potential development, and talent calibration.
Ensures effective succession plans are implemented and executed.
Partners with leadership to assess team member development needs and educate leaders on best options to improve performance and potential.
Partners with talent development team to identify opportunities and deliver training in support of strategic goals and team member development.
Works collaboratively with the store, district and regional leadership teams to resolve manager and team member dissatisfaction by identifying root causes of team member concerns, evaluating and offering possible courses of action, and provide advice, guidance and direction for resolution.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.
Leads stores leadership through performance management lifecycle including appraisals, performance calibration, merit increases and objective setting.
Provides day-to-day performance management guidance and coaching to leadership.
Provides insights to recruiting team on position requirements.
Other duties as assigned