Manager Human Resources Retail

Purpose & Overall Relevance for the Organization:

The HR Manager will partner with Retail line of business (LOB) in areas of team performance, employee engagement, talent development, employee relations, performance management and compensation. Contribute to the HR leadership team by assisting with the development and implementation of the retail HR strategies that will help elevate HR / Operational effectiveness. Partner closely with assigned leaders and employees to ensure Global and regional HR programs are implemented and supported in accordance with adidas policy. The HR Manager will manage a Regional HR Specialist to support the creation and maintenance of efficient work processes and systems on behalf of the Retail organization.

Employee Relations

Primarily partner with District Managers and Market Sales Leaders (MSL's) to review, manage and optimize team performance through Performance Management, Succession Planning and Employee Development for strategic management changes

Support Sr. HR Manager and multi-unit retail leaders with communication plans for all strategic change and support the implementation of organization design change initiatives.

Track key information pertaining to succession planning, turnover trends, market compensation and employee relations

Monitor and escalate the pulse and health of the organization through identifying trends to assess and diagnose the needs of the business based on trends across markets, perform risk analysis of stores and use info to inform Sr. HR manager to influence training needs

Manages especially high-level or sensitive matters while applying effective mediation and problem-resolution techniques with a solid understanding of company policy and practice. Ensuring decisions are consistent with adidas policy to limit potential liability and enhance processes

Drive and advocate for the retail field people strategy in ensuring it both meets adidas-Group Global standards and is adapted appropriately to your market

Provide direction and guidance to multi-unit leaders on the interpretation and consistent application of adidas policies, programs, initiatives on labor and employment issues/trends and employee relation needs to ensure they are creating and maintaining a positive and consistent employee relations environment

Coordinate and manage the administration of unemployment issues, Affirmative Action, and ADA accommodations

Provides support to the Sr. HRM in response to and/or resolution of EEOC, DOL, OFCCP and other labor and employment claims

Talent Development / Workforce Planning

Partners with District Managers on the development and execution of their staffing plan to ensure internal pipeline of management candidates meet the demands of projected growth

Drive development through quarterly pulse checks, midyear reviews, annual review, talent and succession discussion and SHINE activities.

Identify employee development opportunities and implement education and training on tools, resources and partners as to promote self-sufficiency and leadership capabilities

Provide, coordinate and deliver training on a quarterly basis for Regional, District, Area, and Store Managers

HR Administration /Processes

Build alliances with management and establish a valuable consultative role within the organization at all levels within the LOB to ensure HR initiatives, programs, and policies are fully understood and implemented within the LOB

Drive and support company/Retail HR initiatives

Educate employees on Company policies and procedures

Solves routine problems in HR: takes initiative to modify procedures, policies, systems and processes as appropriate

Meeting support at company/regional/district level: Content development & Platform speaking

Act as a direct liaison between the system challenges and efficiencies for the retail field and the Retail HR Systems Manager to ensure all issues are being addressed and ultimately resolved.

Ensure the Regional HR Specialist is a subject matter expert on updates to current processes and tools while supporting role out of new systems.

May manage an HR Specialist

Knowledge, Skills and Abilities:

Ability to establish a strong rapport and professional credibility with individuals in order to influence at all levels of the organization, including senior management.

Ability to objectively coach employees and management through complex, difficult, and emotional issues.

Must possess strong conflict resolution skills.

Must possess strong analytical skills to assess data, facts, and figures used to develop strategies designed to improve the business and see hidden problems.

High degree of understanding in retail sales drivers, financial reports and retail business acumen

Comfortable operating under high workload and juggling competing priorities

Advanced MS Office Skills and ability to learn and understand database concepts (SAP)

Ability to function independently and problem solve with minimal direction

Ability to handle confidential and sensitive information in a professional manner

Excellent influence, interpersonal, communication, problem solving, follow-up and creative solution generation skills

Ability to influence senior level business leaders

Key Relationships:

Retail HR Team, Other cross functional Portland and Canton HR team members, employees and hiring managers within assigned client group, HR Centers of Excellence, Payroll, Accounts payable, travel, etc.

Requisite Education and Experience / Minimum Qualifications:

Four year college or university degree, preferably with emphasis in Human Resource Management, Business or related area

Minimum of 5 years generalist or combined specialist experience

Previous HR experience in a larger, corporate structure, matrixed company environment preferred

Prior experience working with Retail; relevant industry experience highly preferred.

Equivalent combination of education and/or experience may be substituted for degree

Travel as needed to support a store base of approximately 75 plus locations, in some cases with limited or no notice.