- Leadership Experience
- Succession Planning
- Professional In Human Resources
- Talent Management
At The Home Depot, our people are the heartbeat of our business. Our culture is our pride and joy. Front and center lie our human resources business partners – leading change, building capabilities, developing leaders, driving engagement and supporting our orange culture. If you are a passionate, trusted, strategic thought partner with extensive hands-on HR experience leading people strategy and programs for a large organization, look no further.
As the People Leader of The Home Depot’s Global Custom Commerce (GCC) team, you will create and execute people strategies to select, develop and engage the best interconnected team in retail. You will be a champion of The Home Depot’s culture and values. You will be at the forefront of the growth - collaborating with leaders to find great talent, designing the most nimble organizational structures, and building positive environments for effective teams. You will be a key part of our e-commerce and marketing leadership teams as a thought leader on people related topics.
You will partner with some of the best experts in talent acquisition, organizational effectiveness & design, recognition & compensation, training & development, and engagement & associate relations to champion your efforts. You will lead people related projects, change, and make a positive impact to the business and culture. You will motivate and lead others, and you will also roll up your sleeves…because at The Home Depot, Let’s Do This! is what we’re about.
Why work here?
Our entrepreneurial roots and maverick mentality, coupled with the resources and backing of the #1 home Improvement retailer in the world, The Home Depot, is a unique opportunity for you to be a transformative retail disrupter. Plus, GCC is the world’s largest online window covering company, and we’ve got a demonstrably awesome 20-year track record. From our open-floor office to our open-door ethos, our culture is rooted in improving, evolving, and having fun (we’re pretty serious about cake, cook-offs, ping pong, meaningful work and exciting projects). Most importantly, our team members are always inspired, engaged, and ready for growth.
That means you’ll have the resources and the runway to create truly magical, out-of-the-box work. Moreover, you will play an important role in leveraging our culture, people, systems, processes, and technology — ultimately to provide incredible customer and associate experiences, while growing business for GCC and The Home Depot. This is your chance to be part of something big, in a small start-up environment.
Our ambidextrous organization structure focuses on both the window coverings market as well as other product categories, leveraging our technology and driving innovation.
Are you ready for this?
If you evolve continuously and think that this sounds like an exciting career path that you’re ready to jump onto, give us a shout and let us know more about you!
MAJOR TASKS, RESPONSIBILITES AND KEY ACCOUNTABILITIES
Develop and lead planning, design, implementation, communication and delivery of HR initiatives to support current and future business needs. Determine and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity, engagement and development of people within the company.
Design and implement a talent strategy that aligns with the business objectives to position and leverage the organization’s human capital to strengthen organizational capabilities and optimizes the organizational structure and deployment of the workforce .
Implement on the broad range of HR disciplines including organizational effectiveness and design, talent management, performance management, associate development, succession planning, associate engagement and policy guidance.
Lead the organization in the execution of core HR processes (e.g., performance management, talent planning, associate engagement surveys and succession planning). Establish effective systems to support the cyclical human resource processes. (somewhat redundant to paragraph above)
Build relationships that lead to being a trusted advisor and confidant with the ability to influence organizational decisions. Work closely with leadership to assess risk and provide HR expertise and guidance with respect to employment actions including hiring, discipline, job change, investigation and termination.
Consult with leadership to support the transformation of the business by serving as a change champion assessing and planning the organizational impact, communication approach and risk mitigation plan.
NATURE AND SCOPE
Reports to Sr. Director, Human Resources
Direct reports vary from 0-5
Typically negotiates in a competitive or adversarial environment.
Typically faces situations that have a variety of interpretations and require careful evaluation.
Typically considers new approaches within general policies and short-term goals when solving problems.
Typically, once given general assignments, determines priorities and defines what should be done and how to do it.
ENVIRONMENTAL JOB REQUIREMENTS
Located in a comfortable indoor area. Any unpleasant conditions would be Infrequent and not objectionable.
Must be eighteen years of age or older.
Must be legally permitted to work in the United States.
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: 8 years
Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.
Master’s or advanced degree in human resources, law, or related field
SHRM or PHR certification
Strong business acumen with at least 8 years in HR, coupled with progressive leadership experience in a medium to large company.
5+ years of experience in leadership and management roles
Prior experience creating programs that drive associate engagement and commitment in an multi-layered organization
Demonstrated track record in building people strategies and solutions to support business objectives and clearly articulated outcomes
Prior experience leading an organization through large scale change initiatives and a mindset for continuous improvement
Proven success building strategic partnerships internally, externally and cross-functionally that lead to co-ownership of solutions and shared successes
Demonstrated ability to successfully balance leading large programs and initiatives while still managing day to day operations
Strong talent management and succession planning experience; courage to make tough decisions and deliver difficult messages; comfortable working in ambiguous business situations
Ability to understand and integrate internal and external business drivers and financial measures to drive talent related and organizational effectiveness related outcomes; strong expertise in developing solutions based upon facts/data analytics
Excellent leadership, communication, collaboration, teaming, coaching, and presentation skills with exceptional ability to effectively manage both big-picture issues and detailed, day-to-day business concerns
Proven track record of influencing, leading, facilitating and executing large-scale strategic initiatives with multiple senior stakeholders (Exec Leadership Team and Business Leadership Sponsors)
Knowledge, Skills, Abilities and Competencies:
Drive and oversee the effective delivery of high impact HR initiatives, programs, and services - aligned to GCC’s enterprise values and cultural attributes - to include talent acquisition, talent management, compensation, benefits, employee relations, and succession planning
Define strategies, organizational designs, job designs, and plans to achieve optimal economic workforce models and market competitiveness
Effectively partner with business area leaders to provide thought leadership and consultation on talent strategy, talent management, organizational health, and organizational processes and initiatives to continuously enhance employee engagement and productivity
Continuously build and strengthen relationships of trust; have, share, and communicate a clear point of view informed by own insights, data, business acumen, best practices, and workforce and industry trends
Lead, manage, develop, coach, inspire, and continuously strengthen a team of HR professionals to support employee engagement, career growth and satisfaction, and the achievement of short and longer term business outcomes
Partner across The Home Depot organization on human capital strategies; align with enterprise HR initiatives as appropriate, and serve as an effective member of programs and councils
Establish and nurture strong, credible relationships with senior business leaders, hiring managers, HR partners and other stakeholders across the enterprise; serve as trusted advisor and HR subject matter expert
Ensure adherence to enterprise policies and practices, including required knowledge, training, and policy adherence necessary to support legal, statutory, compliance, and other enterprise requirement