Drives the execution of multiple business plans and projects by identifying customer and operational needs; developing and communicating business plans and priorities; removing barriers and obstacles that impact performance; providing resources; identifying performance standards; measuring progress and adjusting performance accordingly; developing contingency plans; and demonstrating adaptability and supporting continuous learning. Provides supervision and development opportunities for associates by selecting and training; mentoring; assigning duties; building a team-based work environment; establishing performance expectations and conducting regular performance evaluations; providing recognition and rewards; coaching for success and improvement; and ensuring diversity awareness. Promotes and supports company policies, procedures, mission, values, and standards of ethics and integrity by training and providing direction to others in their use and application; ensuring compliance with them; and utilizing and supporting the Open Door Policy. Ensures business needs are being met by evaluating the ongoing effectiveness of current plans, programs, and initiatives; consulting with business partners, managers, co-workers, or other key stakeholders; soliciting, evaluating, and applying suggestions for improving efficiency and cost-effectiveness; and participating in and supporting community outreach events.
What you'll do...
Oversees, communicates and drives the consistent implementation of the company's HR initiatives (for example, HR practices, business plans, systems, personnel-related activities) in multiple facilities by assisting in the development of the HR business plan, gathering internal and external perspectives, trends, and other data specific to geographic area; auditing HR practices at the store level; analyzing and monitoring reports; creating action plans to resolve issues; verifying data; conducting on-site observations; acting as a HR resources in the implementation of initiatives (for example, training store management on HR methodology and processes); and providing HR advice and consulting to store management.
Ensures compliance with federal, state, and local laws and regulations, and company policies, procedures for multiple facilities by analyzing and interpreting reports; implementing and monitoring human resource compliance; directing and overseeing action plans to improve performance; and directing the management teams in ensuring confidentiality of information, documentation, and assigned records.
Delivers full-cycle talent management for critical positions in the business unit by identifying and utilizing sourcing techniques to source a diverse candidate pool (for example, cold calling, social networking, job board/internet mining); screening candidates for qualifications and coordinating with hiring managers to arrange for interviews; providing guidance and insights to managers on critical HR practices (for example, recruiting processes, performance recommendations, strength identification); gathering and facilitating feedback from managers on candidates and associates; identifying and forming strategic relationships to bolster the company's talent strategy; serving as a company representative at major conferences and events; and managing the offer process, including negotiating and communicating offer information, compensation, and benefits.
Drives associate engagement by analyzing survey data and employment trends; conducting store visits in order to identify, research, evaluate, and resolve associate concerns; soliciting associate feedback and other associate data sources to assist in identifying solutions and action plans; developing action plans to resolve labor concerns; collaborating with stakeholders (for example, Store Manager, Market Manager, regional leadership) in order to design solutions and provide insight on and advocate for associate feedback, requests, and concerns; reviewing and ensuring consistent application of company policies and procedures, initiating investigations; and providing associates with resolutions.
Builds and maintains partnerships with business leaders to ensure the human resources (HR) function meets business needs by advising operations, including market level and store management, on HR solutions, policies and procedures; meeting with business unit leaders to understand workforce planning, talent gaps, potential attrition, and high potential talent in operations; incorporating information into operations HR strategy and initiatives; providing consultation and recommendations on how to address HR concerns and mitigate impact; creating plans and events that directly address business unit HR gaps; utilizing workforce planning and diversity representation data to align and organize sourcing efforts; and collaborating with the field talent acquisition team on sourcing and recruiting talent.
Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.
Minimum Qualifications: Bachelor's degree in an Human Resources, Business Administration or related field, and 2 years' experience as a Human Resources Generalist or Specialist supporting a multi-unit/multi-business environment OR 3 years' Walmart management experience with 2 years' experience supervising other salaried managers. Effective January 26, 2019 - associates will be required to successfully complete all job required trainings and assessments Valid driver’s license.
Outlined below are the optional preferred qualifications for this position. If none are listed, there are no preferred qualifications.
Hospitality, Retail Industry
Masters: Human Resources