Internal Promotions Lead

Les Schwab•Bend, OR

9d•Onsite

About The Position

The Internal Promotions Lead is responsible for the end-to-end coordination of internal store promotions, serving as the primary point of contact for daily administration and a secondary advisor to Operations leadership. This role bridges tactical execution with program-level planning, including pipeline forecasting, relocation support, and the oversight of promotional data integrity. This role is ideal for an HR Generalist who excels at building strong relationships with hiring managers, leveraging data analytics to track talent readiness, and driving programs that retain and elevate our future store leaders.

Requirements

Bachelor’s Degree or equivalent skills and experience.
Strong working knowledge of common office software such as Google Docs, Sheets and Slides.
Excellent verbal and written communication skills.
Ability to maintain confidentiality.
High levels of detail orientation.
Ability to follow complex processes.
Strong decision making skills and judgment to resolve complicated issues.
Ability to focus on key priorities and effectively juggle many different tasks at the same time.

Nice To Haves

Building and maintaining strong working relationships with hiring managers.

Responsibilities

Serve as the primary SME for the Workday promotions module, providing technical guidance and troubleshooting for HR and Operations.
Provide expert advice and training to store management on handling promotion-related situations, relocation benefits, and policy interpretation.
Lead the "Promotions List" planning process, coordinating timing and position openings with Operations leadership.
Oversee the daily administrative workflow, ensuring all steps from requisition to final placement are compliant and timely.
Own the reporting and data analytics function for the Promotions department; design and execute regular audits of the promotions pipeline to ensure data integrity and process compliance.
Identify, investigate, and resolve discrepancies in promotional records or relocation stipend payouts.
Generate pipeline forecasting reports to advise leadership on future staffing needs and talent bench strength.
Support and audit initiatives designed to retain and promote diverse employees (e.g., female Sales & Service Mentoring program).
Leverage data to track participant engagement and measure the success of internal growth programs against company staffing goals.
Proactively identify and implement process improvements within the promotions lifecycle.
Maintain comprehensive "SME-level" documentation for all internal promotions processes.