- Location
- Operations Office #0997, United States of America
- Type
- Full-time
- Department
- Human Resources
- Seniority
- Manager
- Source
- Workday
Description
The Human Resources Business Partner Manager is responsible for supporting the Stores HR Director in all HR generalist activities. Responsibilities include payroll administration, recognition programs, policy implementation and administration, employee relations, compensation, training, development, benefits, counsel and special projects as assigned.
Essential Functions
- Ensures stores are in compliance with all State & Federal laws; religious accommodations, as well as Belk policies and procedures
- Manages employee relations and conflict resolution through Excel line, conducts investigations as needed Partners with employment attorney to manage EEOC claims
- Manages employee records through People Soft, Success Factors, Verifications Inc. & PeopleAnswers
- Maintains employee files for Officers, Store Managers, Assistant Store Managers, Regional LP, Regional Visual, Account Coordinators, Service Excellence Trainers, and Division Office Associates Establishes and maintains division records, reports, org charts and directories
- Performs processing of payroll for Division Office Associates, Regional Managers, Regional LP, Regional Visual, Account Coordinators and Executive Trainees
- Drives Associate Engagement
- Manages the annual associate recognition program
- Communicates and administers associate merit and commission plans
- Manages Goal Setting, Midyear and Year-End Performance Management Process for store associates
- Recruits, interviews, selects and manages the succession planning of Accelerated Leadership Program and STM Development Program participants
- Responsible for training new HR Associates and the ongoing development of existing HR associates
- Relocation liaison for new hires and transferees
- Ensures corrective process is conducted when needed and performance issues are documented and addressed
- Ensures termination process is well documented and procedures are followed
- Identify opportunities for enhancing the work environment and improving retention
- A general list of typical interactions with internal and external clients.
- The Senior Manager will collaborate with theVice President of Human Resources, as well as Sr. Manager of Loss Prevention, all business partners in Workforce Management, Compensation and Benefits, Learning and Development, Performance Management, Group and Regional VPs in Stores to develop materials and ensure the company and Zone key strategies, new programs and initiatives can be easily understood and executed
Consults with management, providing HR policy review and HR guidance when appropriate
Analyzes trends and metrics in partnership with the HR COEs to develop solutions, programs and policies.
Partners to resolve employee relations issues. Conducts effective, thorough and objective investigations.
Advocates for a positive employee experience at each phase of the employee life cycle.
Assists in the creation of development plans for high potential employees and identifies high potentials at all levels for current- and future-state critical roles
Executes elements of the work environment strategies to increase productivity, employee performance, and employee satisfaction and design metrics to track the effectiveness of these initiatives.
Required Qualifications
- 7-9 years of applicable experience
Knowledge, Skills, & Abilities
- Knowledge of principles and procedures for training, compensation and benefits, HR information systems
- Knowledge of company policies and procedures
- Knowledge for division wide human resources planning and development
- Advanced Excel, Word and PowerPoint
- Provide functional guidance for administrative support needs
- Demonstrated ability to effectively support and influence leaders across a large, geographically dispersed multi-unit environment, balancing enterprise priorities with local business needs
- Ability to manage complex HR matters across 80+ locations, prioritizing competing demands while maintaining consistency, compliance, and business continuity
- Strong decision-making skills with the ability to assess risk, analyze multiple factors, and provide sound recommendations in ambiguous or high-impact situations
- Ability to provide trusted counsel and guidance to operational leaders on sensitive and high-stakes employee relations, talent, and organizational decisions
- Ability to influence outcomes and drive resolution in challenging situations while balancing employee experience, operational effectiveness, and risk mitigation.
Skills
ExcelComplianceLoss Prevention
