Store Human Resources Manager

POSITION PURPOSE
As a key member of store management team, the Store Human Resources Manager provides essential leadership as we continue to build upon our foundation of success. The Store Human Resources Manager is responsible for attracting, motivating and retaining a high-performing diverse workforce in a Home Depot retail store. Responsibilities include effective management and execution of learning, career development, employment practices, recognition and reward, staffing, performance management systems, compliance and creating and maintaining a positive associate relations environment.

MAJOR TASKS, RESPONSIBILITIES AND KEY ACCOUNTABILITIES

• Organization Effectiveness - Drive the store HR Review process to accurately assess talent. Coordinate Associate surveys and assessments as necessary.
• Staffing - Manage the hiring process to ensure compliance with all applicable law and policy. Forecast and analyze workforce planning data and provide feedback to management team. Execute store staffing strategy focusing on proper full-time to peak-time ratio, certified specialists, diversity and demographics. Recommend final candidates for job openings with start rate proposals to store manager for approval. Assist with external recruitment including targeted salaried managers as necessary.
• Training, Learning and Development - Effectively execute Associate training programs in the store. Assess training needs and quality of store training delivery. Ensure training is provided on AR/HR issues. Ensure store management including associates in supervisory capacity is trained on Title VII (US) and relevant Federal, State and Local employment laws. Ensure that each Associate has an opportunity for training and development.
• Performance Management - Drive the review process for consistency, fairness, timeliness and effective utilization of payroll to maximize store performance. Coach and provide input to other managers and supervisors to provide quality, timely and consistent reviews. Ensure proper payroll administration and effective wage management with store manager.
• Career Development - Ensure that each Associate has an opportunity for career development and understands his/her growth opportunities. Ensure that other managers and supervisors are developing strong Associate game plans and are consistently following up on those game plans. Work with store management team to identify and develop talent.
• Employment Practices - Proactively maintain a positive Associate relations environment and support the Open Door policy/Alternate Dispute Resolution (ADR) process. Handle Associate issues and facilitate in-store resolutions that are fair and consistent. Work with Division HR Manager and Employment Practices Manager to investigate and coordinate the handling of associate issues and concerns to maintain a positive work environment and support the Company goal to attract, motivate and retain a high-performing diverse workforce. Make decisions regarding counseling and termination of associates.
• Benefits and Healthcare Management - Ensure proper administration of benefits information including healthcare, 401K, ESPP, workers compensation, Associate services, and The Homer Fund.
• Workplace Initiatives - Manage internal communication in store. Responsible for all District, Division, and Atlanta SSC communication including Merchandising, Operations, Store Meeting, Town Halls, and Break room communication. Ensure that the store has active Team Depot and Wellness programs.

NATURE AND SCOPE

• Reports to Store Manager.

ENVIRONMENTAL JOB REQUIREMENTS

• Typically requires overnight travel 5-20% of the time

MINIMUM QUALIFICATIONS

• Must be eighteen years of age
• Must pass the Drug Test
• Must pass the Background Check
• Must pass pre-employment tests if applicable

EDUCATION REQUIRED
The knowledge, skills and abilities typically acquired through the completion of a bachelor’s degree program or equivalent degree in a field of study related to the job.

YEARS OF RELEVANT WORK EXPERIENCE - 3


PHYSICAL JOB REQUIREMENTS
Most of the time is spent sitting or standing in the same location or there may be a need to stoop regularly or move/lift light material or equipment (typically less than 8 pounds).

ADDITIONAL QUALIFICATIONS

• Ability to work a flexible schedule

PREFERRED QUALIFICATIONS

• Bachelor's degree preferred
• 3+ years of past HR experience in a Generalist role
• 2 years Management experience

KNOWLEDGE, SKILLS, ABILITIES AND COMPETENCIES

• Accountability: Meets commitments; holds team members responsible for achieving their goals; demonstrates ownership for responsibilities
• Customer Service: Anticipates and takes action to exceed customer expectations; sets measurable goals for providing outstanding customer service
• Gets Results: Acts with urgency; Sets aggressive goals and achieves them; Creates accountabilities to ensure department is productive
• Insists on Quality and Customer Service: Has a passion for excellence; Provides highest quality results and the lowest possible cost
• Develops Leaders: Selects and develops talented Associates and motivates them to continuously exceed expectations
• Makes Solid Decisions: Grasps essentials of complex issues and initiates actions that are most appropriate for the business
• Drives Change: Identifies inefficiencies in processes and makes improvements; Encourages appropriate risk-taking
• Demonstrates Adaptability: Adapts quickly to changes; Effectively prioritizes multiple demands
• Leverages Partnerships: Builds effective partnerships throughout the organization
• Displays Character: Actions are consistent with words; Follows through on commitments
• Creates an Inclusive Environment: Demonstrates commitment to inclusion in staffing, training and development
• Provides Inspiration: Has the ability to start with a blank page and create a vision for the entire department; Energizes others to achieve long-term objectives
• Influences Others: Communicates clearly and concisely to all audiences; Invites feedback and debate and listens effectively
• Business Competence: Understands Home Depot’s key financial indicators and how Home Depot makes money. Understands the Home Depot’s customer base. Considers long-term impact of actions and how they contribute to Home Depot’s strategic goals. Employs process improvement methods to assess and increase the effectiveness of business processes. Able to effectively manage a budget. Understands how their business unit contributes to Home Depot’s overall financial performance
• Human Resource Functional Competence: Knows compliance management, Title VII (US) and all applicable Federal, State and Local statues, alternate dispute resolution practices, training principles, compensation administration and other HR generalist knowledge domains. Knows employment laws and policies surrounding staffing, performance management, associate relations, etc. Has the ability to execute training, staffing, performance management, career development and other workplace initiatives. Knows how to conduct an investigation for compliance management. Knows how to carry out an alternate dispute resolution