HR BUSINESS PARTNER II - Jacksonville DC

Sally Beauty Holdings•Jacksonville, FL

41d•Onsite

About The Position

At SBH, our purpose is to inspire a more colorful, confident, and welcoming world. We are the leader in professional hair color, selling and distributing professional beauty supplies across 11 countries through our Sally Beauty and Beauty Systems Group businesses. Sally Beauty offers products for hair color, hair care, nails, and skin care to retail customers looking for salon quality products at a value price. Beauty Systems Group, branded as Cosmo Prof or Armstrong McCall stores, along with its direct sales consultants, sell professionally branded products intended for use and resale by salons to retail consumers. The HR Business Partner (HRBP) position is responsible for aligning business objectives with associates and field leadership in their designated Regional Teams. The HRBP serves as a consultant to field management on human resources-related issues. The successful HRBP will act as an associate champion and change agent. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions and formulates partnerships across their Regional Team to deliver value-added service that reflect the business objectives of the organization. The HRBP maintains an effective level of business literacy about the Region and SBHs financial position, its midrange plans, its culture and its competition.

Requirements

Bachelors degree and relevant industry experience.
SHRM-CP or SHRM-SCP Certification.
Minimum of 8 to 10 years experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.

Responsibilities

Drive recruiting strategies to build a pipeline of talent, identify opportunity areas, and train local teams.
Assess Field Leaders abilities to determine talent opportunities and their impact on performance.
Engage in talent reviews and succession planning, promoting the right talent and building career pathing for high performers.
Assessing development needs from a business perspective and taking ownership for addressing them.
Develop and implement tools to drive talent development.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Aligning the strategy, structure and culture to maximize the drive for business.
Consistently engages Field leaders regarding their own strengths and opportunities while leveraging IDPs to improve their capabilities.
Ensures that the Store Managers engage and develop their teams.
Builds strong working relationships with all business partners.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Use insights from the organization to improve talent and business outcomes.
Develop and administer necessary training to build skills in the areas of leadership, recruiting, engagement, and associate relations.
Support Greenhouse, Thrive training and other leadership tools and programs to reinforce skill building.
Through coaching and consulting, work with leaders on the importance and practice of delivering an exceptional customer experience which maximizes sales/KPIs and drives customer loyalty in assigned stores.
Understands the competitive landscape by observing and studying the competition to learn about current initiatives/strategies, shares insights with relevant business partners and supervisor.
Develops disciplines that drive behavior so all brand standards are met.
Build and nurture a culture of highly engaged associates with leaders to drive passion and commitment for the business that results in improved retention.
Provides day-to-day performance management guidance to field management (coaching, counseling, career development, disciplinary actions).
Ensures processes are followed to ensure the store environment is safe at all times for associates and customers; all policies and procedures are followed.
Analyzes and utilizes all available reporting.
Lead investigations in addressing associate relation issues and using the data to understand development opportunities to mitigate future issues and minimize company risks.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Partners with the legal department as needed/required.
Provides HR policy guidance and interpretation.
Drives the execution of all company processes through training, management, analysis and continuous improvement.
Review staffing levels to leverage payroll and overtime.
Ensures support for all processes to support digital strategies are utilized such as Omni-channel fulfillment (SFS/BOPIS).
Analyze and share out reporting on turnover and retention, ER trends, other HR KPIs, and monitor completion of training, performance appraisals and other Thrive programs.
Partner with Regional Team on business objectives.
Participants in regional meetings and calls regularly.
Travel with Regional Director and team frequently to identify strengths and opportunities of the regions execution of programs, keep a pulse on the culture, identify training needs, and understands market threats and opportunities.