- Bachelor's Degree
- Master's Degree
- Succession Planning
- Professional In Human Resources
- Senior Professional in Human Resources
- Driver's License
- Human Resources
Provides overall direction by analyzing business objectives and customer needs; developing, communicating, building support for, and implementing business strategies, plans, and practices; analyzing costs and forecasts and incorporating them into business plans; determining and supporting resource requirements; evaluating operational processes; measuring outcomes to ensure desired results; identifying and capitalizing on improvement opportunities; promoting a customer environment; and demonstrating adaptability and sponsoring continuous learning. Develops and implements strategies to attract and maintain a highly skilled and engaged workforce by diagnosing capability gaps; recruiting, selecting, and developing talent; supporting mentorship, workforce development, and succession planning; and leveraging the capabilities of new and existing talent. Cultivates an environment where associates respect and adhere to company standards of integrity and ethics by integrating these values into all programs and practices; developing consequences for violations or non-compliance; and supporting the Open Door Policy. Develops and leverages internal and external partnerships and networks to maximize the achievement of business goals by sponsoring and leading key community outreach and involvement initiatives; engaging key stakeholders in the development, execution, and evaluation of appropriate business plans and initiatives; and supporting associate efforts in these areas.
What you'll do...
Develops and drives regional-level talent management strategies by forecasting future state needs; creating and implementing talent plans; building relationships with professional organizations and colleges; driving workforce planning processes; acquiring key talent; creating and monitoring the implementation of action plans for diversity initiatives; identifying performance trends, talent strengths and development needs for the region; engaging resources to address talent gaps and overseeing performance management processes and initiatives.
Oversees the execution of HR practices and policies, systems, programs, associate engagement, and labor plans in the region by analyzing survey and employment data for region-specific trends; developing strategies to ensure effective and timely execution from the regional HR team and HR support functions (i.e. learning and development and labor relations); identifying execution and communication gaps; creating action plans to resolve implementation issues; and monitoring performance against plans and company objectives.
Ensures regional compliance with company and legal policies, procedures, and regulations by understanding issues and trends in employment compliance; analyzing and interpreting reports; implementing and monitoring human resource compliance; developing and implementing action plans to improve performance; and providing feedback to home office subject matter experts on process improvements
Identifies and develops change management strategies for the region by understanding the operational initiatives; aligning operational change needs with human resource related actions to be taken; developing and leading communication plans; and counseling regional and market leaders to ensure consistent execution of policies, programs, and initiatives in the region.
Develops and implements HR strategic plans at the regional level by serving as a liaison between home office support functions and field functions; gathering internal and external perspectives, trends, and other data specific to geographic area; creating potential initiatives; integrating and aligning business strategies with operations, finance and asset protection; building a plan to grow market share and improve profit performance; developing, socializing, and selling business case; and executing plans and monitoring region performance against plans.
Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.
Minimum Qualifications: BA/BS degree in an HR related field (e.g., Business Administration, Human Resource Development, Human Resource Management, Industrial Relations/Labor Relations, Industrial/Organizational Psychology, Management, Organizational Development/Organizational Behavior) and 5 years HR Generalist or Specialist experience supporting a multi-unit/multi-business environment OR 8 years of HR experience with at least 4 years experience as an HR generalist supporting a multi-unit/multi-business environment OR 4 years of Wal-Mart Manager-level experience leading an operational unit with responsibility for supervising other salaried managers (e.g., Compensation, Learning and Development, Benefits, Organizational Development, Logistics, HR Strategy, Operations, Communications). 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
Human Resources - Professional HR (PHR) CERTIFICATION - Certification, Human Resources - Sr. Professional HR (SPHR) CERTIFICATION - Certification