HR Busines Partner, Manager - Retail Operations

Belk•Charlotte, NC

About The Position

With oversight from the HRBP Director or VP, the role of the HR Business Partner (HRBP) Lead position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR Centers of Expertise (COE) and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.

Requirements

Bachelor’s degree and/or equivalent years of experience.
2 or more years of applicable experience.
Specific work or project experience.
Excellent strategic planning and consultative skills.
Effective communicator (oral and written).
HR Expertise.
Ethical Practice
Coaching expertise.
Relationship Management
Excellent people management skills
Ability to balance long and short-term priorities.
Sound business acumen.
Flexible to adjust to varying expectations.
General knowledge of HR programs, policies and practices.
Must be able to handle confidential information.
Must be able to work independently as needed and execute through others effectively.
Strong skills in PowerPoint and Excel.

Nice To Haves

Specific Degree: Human Resources, Psychology, Organizational Effectiveness
Industry experience: 2 years retail experience or more preferred.
4 or more years of applicable experience.
Specific work or project experience: HR.
Industry experience: 5 years retail experience or more.

Responsibilities

Conducts weekly meetings with respective business units.
Consults with management, providing HR policy review and HR guidance when appropriate.
Analyzes trends and metrics in partnership with the HR COEs to develop solutions, programs and policies.
Partners to resolve employee relations issues.
Conducts effective, thorough and objective investigations.
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 day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Supports business unit restructures, workforce planning and succession planning.
Advocates for a positive employee experience at each phase of the employee life cycle.
Assists in the creation of development plans for high potential employees and identifies high potentials at all levels for current- and future-state critical roles
Executes elements of the work environment strategies to increase productivity, employee performance, and employee satisfaction and design metrics to track the effectiveness of these initiatives.
Partners in the design of processes and solutions in partnership with management which support a positive employee relations environment through effective communications, policies and practices.
Supports change in client groups, partners and project teams to drive organizational change through the application of a common framework, process and set of best practice tools, which prepare employees for ongoing change and transformation.