Human Resources Manager (HR Business Partner)

Scatec•New York, NY

9d•Hybrid

About The Position

Great brands reflect culture. The best ones help shape it. At Foot Locker, we’re rooted in sport, powered by style, and driven by the communities that move both. From Foot Locker and Kids Foot Locker to Champs Sports, WSS, and atmos, our brands sit at the intersection of sport, style, and self-expression. As part of the DICK’S Sporting Goods family, you’re backed by the resources, reach, and career opportunities of a world-class sports company. That unleashes Foot Locker to keep pushing forward with the agility and edge that define the brand. We’re looking for great people who want to influence culture and the generation that is shaping what’s next. Whether you’re building strategy, shaping innovations, or creating unforgettable customer moments, you’ll contribute to decisions and experiences that define our brands’ impact in the communities we serve. Come change the game with us. Apply today! This hybrid position will be located at our New York office. Expectations for hybrid in-office schedule is three days a week, typically Tuesday, Wednesday, and Thursday. As a Human Resources Manager, we are looking for a candidate that will have a passion to innovate and grow people. In this role, you display and model behaviors that showcase that you care about people just as much as you care about the business. With every recommendation you make, you consider the impact on people. You make an impact on and drive value for those you work with. The Human Resources Manager is inspired by diverse viewpoints and finds purpose in building community connectivity. You are a collaborative, forward-thinking, intellectually curious leader who is a culture and capability builder. You are equally adept at ideating and executing. #LI-MN1

Requirements

Bachelor’s degree in human resources, business administration or related discipline
Minimum of 6 years of HR experience
Proficient in Microsoft Office (Word, PowerPoint, Excel)
Significant exposure to HRIS systems.
Experience with Oracle PeopleSoft, Kronos, and Success Factors a plus
Strong analytical skills and experience with HR data reporting and analysis
Knowledge of employment laws and HR best practices
Ability to work in a fast-paced, results-driven environment
Ability to prioritize; must have strong organization, time management, and follow-up skills
Passion for delivering results through people
Ability to demonstrate high levels of integrity, confidentiality, and professionalism
Strong presentation and communication skills with the ability to work with all levels of team members
Excellent critical thinking, problem-solving, and analytical skills
Proven track record of guiding leaders in attracting, identifying, developing, and retaining team members and helping teams reach their full potential
The ability to translate strategy into action

Responsibilities

Effectively communicates the impact of HR on business outcomes.
Proactively collaborates with cross functional partners to accomplish individual and shared objectives.
Seeks to understand the work/impact and goals of client groups to share and recommend best practices for improving team efficiency and ways of working.
Deploy policies and programs for core HR processes such as talent acquisition, total rewards, employee relations and talent management.
Exhibits sound and comprehensive communication and diplomacy skills to exchange information to influence and build consensus.
Facilitates open communication between team members, encourages collaboration, and mediates conflicts constructively.
Support engagement initiatives and cultural programs
Ability to story tell “the why” using data and insight to influence leaders on HR talent routines, Change and Performance Management, and Engagement
Coaches leaders on ER matters and leads complex and sensitive investigations in partnership with Labor Relations team and leadership.
Partners with leaders to identify measures to action plan to foster productive and positive work environments and retain and engage employees.
Initiate talent discussions with leadership, utilizing org charts and data to support recommendations for talent and org design that align with strategic imperatives.
Supports leaders by assessing current talent and gaps/capabilities.
Collaborates with COE partners to share resources supporting the discussion with leaders including training, compensation evaluations, engagement survey themes, and performance management tools.
Prepares and interprets reports on key workforce metrics (e.g., engagement, retention, diversity).
Identifies patterns in workforce data to advise on staffing, succession planning, or retention strategies.
Partners with managers to ensure data-driven decision-making in areas like performance management and workforce planning.