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sr. Director, Human Resources, Supply Chain

Country : USA USA

State : California

County : Riverside County

Town : Perris

Category : Human Resources

Contract type : Permanent

Availability : Full time

Job description

Welcome to Ross Stores, Inc., where our differences make us stronger... At Ross and dd's, inclusion is a way of life. We care about our Associates and the communities we serve and we value their differences. We are committed to building diverse teams and an inclusive culture. We respect and celebrate the diversity of backgrounds, identities, and ideas of those who work and shop with us. Come join us as we continue our diversity, equality and inclusion journey!GENERAL PURPOSE:
The Sr. Director Human Resources for Supply Chain partners with the Supply Chain leadership to enable growth by proactively assessing needs and collaborating to develop and deliver talent management solutions and provide quality consultation that maximizes engagement and minimizes risk.
ESSENTIAL FUNCTIONS:
Leading the team:
- Leads, develops, and oversees the DC HR Directors for a specific region of Distribution Centers
- Ensures and holds team accountable to strategic business goals and objectives
- Develops team to take on higher levels of responsibility in the future
Strategic Partnering:
- Partners closely with peer Sr. Director, Human Resources to ensure consistency, share best practice and achieve results
- Build relationships with appropriate senior business leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions
- Leads and oversees the strategic workforce planning, succession planning, career development and performance management processes and results aligned with the organization's goals and business objectives.
- Strategically works with Business Partner within Supply Chain to build capabilities through the building of bench strength and ensure a qualified and ready pipeline of successors
- Understands the business operating model for Supply Chain, and assesses impact of any changes on existing talent
- Facilitate development and execution of talent strategy with the Business Partner
- Facilitate career management and planning in alignment with talent management expectations
- Identify and support critical metrics to assess and measure impact and results
- Facilitate organizational change management and help leaders align communication, behavior, and infrastructure to support the desired changes
- Mitigate risk by ensuring appropriate escalation/investigation of performance, conduct and other Associate Relations related matters, working closely with the shared services team to manage the issues
- Manage network-level people projects, to ensure achievement of goals and alignment among the DCs
Needs Assessment:
- Create an environment of continuous improvement in HR and within the business by establishing new approaches, policies, and procedures to continually improve efficiency.
- Collaborate and leverage HR Partners (Other HRBPs, Talent Acquisition, Learning and Development, Diversity, Equality & Inclusion and Total Rewards), Legal, and communications to deliver HR solutions that meet business needs.
- Continually assess the HR implications of client-driven strategic options and proactively communicate with Business Partner
Monitor Culture and Drive Change:
- Drive and influence the adoption of HR policies and practices and educate leaders and managers regarding HR capabilities
- Support the 'One HR' culture, mutual accountability and respect within HR team.
- Drive organizational improvements and decision-making to constantly improve corporate talent across the business while balancing both strategic needs and tactical goals.
- Keeps succession planning, career development and performance management processes and results aligned with the organization's goals.
- Supports and drives diversity, equality, and inclusion initiatives at all levels; fosters a culture of associate engagement.
- Partner with Supply Chain leadership to effectively manage and lead change in the organization, providing the right amount of transparency to Associates and giving leaders the right tools to lead change.
- Support all other HR initiatives across calendar year and keep the line up to date on forthcoming initiatives
- Support growth in Supply Chain: assist as necessary in the opening of new Distribution centers across the network, including development of internal talent for transfer, training external hires, training of HR teams at new DCs.
COMPETENCIES:
- Building Effective Teams
- Communicates Effectively
- Developing Talent
- Ensures Accountability and Execution
- Plans, Aligns, and Prioritizes
- Manages Conflict
- Organizational Agility
- Business Acumen
QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:
- 10 plus years of progressive HR relevant business unit experience
- Bachelor's degree or equivalent in Human Resources, Business, Management, Organization Development or related field
- SPHR or SHRM-SCP desired
- Experience leading projects and helping to foster/create a positive working environment
- Experience designing, building and implementing HR functional programs, policies, tools and procedures
- Experience in successfully managing multiple priorities & projects through successful delivery and implementation under time, budget and political pressure
- Proven success in working in a fast-paced growing business environment
- Demonstrated ability to influence others without authority at all levels
- Demonstrated ability to develop skills in business and people acumen
- Experience working collaboratively to facilitate the delivery of HR support
- Strong ability to partner with Human Resources (e.g., compensation, learning & development, and associate relations) desired with a mix of operational, strategic and systems thinking experience
- Experience working with a service delivery model that includes shared services
PHYSICAL REQUIREMENTS/ADA:
Job requires ability to work in an office environment, primarily on a computer.
Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc.
Consistent timeliness and regular attendance.
Vision requirements: Ability to see information in print and/or electronically.
Job requires occasional travel.
SUPERVISORY RESPONSIBILITIES:
Director, Human Resources
DISCLAIMER
This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management's discretion.
Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company's overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.
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