HR Specialist - Distribution Center Newnan GA

PetSmart•Newnan, GA

16h•Onsite

About The Position

The HR Specialist is an operational partner to the HR team and operations leadership at an assigned Distribution Center. The role provides guidance and support on strategic and administrative matters, including analytics, talent, human capital, associate engagement and development, associate relations, and culture. The specialist partners across the Distribution Center network and enterprise to leverage solutions and maintain consistency. Working closely with the Manager, HR, the specialist supports the DC’s HR strategy and culture, provides HR consulting and coaching to leaders, advocates for associates, and supports HR functions across the DC and, as needed, the DC network. The role focuses primarily on hourly associates and positions, and applies business data and knowledge of DC operations to recommend solutions, identify trends, and measure progress. The specialist also leads assigned projects, conducts investigations, facilitates training, and supports risk mitigation and a positive associate experience.

Requirements

High school diploma or equivalent required.
Demonstrated experience in middle management and autonomous decision-making.
Demonstrated ability to maintain client trust and integrity and to use conflict-resolution skills.
Strong interpersonal, influencing, facilitation, and communication skills, including the ability to work across functions and organizational levels.
Ability to influence change adoption among leaders and stakeholders.
Ability to prioritize multiple conflicting priorities with an initiative-taking approach, localized focus, strong organization, and attention to detail.
Strong business acumen, analytical and technical thinking, and delivery of measurable results.
Ability to analyze HR metrics to support business strategies and objectives.
Proficiency with Microsoft Excel, Word, and PowerPoint.

Nice To Haves

Two or more years of experience in Human Resources or related experience in a retail function preferred.

Responsibilities

Partner with the Manager, HR to support the Distribution Center’s HR strategy and culture, including administrative tasks.
Provide HR consulting, coaching, guidance, and feedback to operations leaders and associates.
Build relationships by being present on the Distribution Center floor and interacting with associates and leaders.
Support HR functions for the assigned DC and, as needed, across the DC network, including hourly talent and performance management, associate engagement, positive work environment, associate relations, and adoption of company and Supply Chain initiatives.
Apply business acumen and understanding of DC operations to identify appropriate solutions in partnership with HR Centers of Excellence.
Support Every Day Performance Management, including coaching on effective and poor performance and advising leaders on corrective coaching, discipline, and termination.
Consult appropriate HR and legal partners and ensure final resolutions align with company policies and risk mitigation.
Support and guide leaders through quarterly and hourly bonus program calibrations and audits.
Partner with the HR Manager or Senior HR Business Partner to guide implementation of individual associate development plans.
Manage talent acquisition and talent management for some leadership roles and all associate levels, with a primary focus on hourly positions.
Work with the Manager, HR on strategic workforce planning and succession planning.
Review business data, HR dashboards, engagement information, and associate feedback to identify trends, recommend solutions, and measure progress toward HR strategy.
Own and lead assigned projects with relevant stakeholders across HR, DC strategy and operations, and the distribution environment.
Investigate violations of the Code of Ethics, company policies, and the law, coordinating with HR and legal partners as appropriate.
Facilitate training on topics such as diversity and inclusion, positive associate relations, and leadership development.
Represent the HR team at performance review meetings.
Implement the PARs strategy through preventive and responsive actions, ongoing front-line leader education, review of risk factors, root-cause identification, and solutions.