Posted: Sunday, January 28, 2018 7:38 AM
The VP HR Business Partner (VP HRBP) partners with the business leaders 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. The VP HRBP will lead, developand deploy human resources strategies, initiatives and processes, including talent acquisition and management, on-boarding, immigration, training and development, performance management, compensation, succession planning, employee relations, associate engagement, retention strategies, organization design and change management. The VP HRBP has deep business acumen, solid understanding of various HR functions, excellent analytical, conceptual and strategic skills as well as an ability to demonstrate high personal impact and influence to build a strong trusted advisor relationship with business leaders. The VP HRBP works directly with assigned business / function area to align people and organizational strategies to business strategies and objectives while applying the appropriate level of confidentiality. The VP HRBP helps drive the understanding and adoption of HR programs, managing the execution of program activities for assigned clients. They support the HR service delivery model and facilitate broader HR support from HR Centers of Excellence (COEs). ESSENTIAL FUNCTIONS: Strategic Partnering * Builds relationships with senior leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions * Keeps succession planning, career development and performance management processes and results aligned with the organization's goals. Increases the buy-in and capabilities of executives and managers within client organizations to apply these practices to build bench strength and ensure a qualified and ready pipeline of successors * Understands the operating model for business partners, and can assess impact of any changes on existing talent * Understands market forces and business strategy, and translates those requirements to talent-related requirements * Facilitates development and execution of talent strategy with Business Partner * Identify HR's contribution to realizing business partners objectives and leverage HR services or programs to suit the needs of covered business partner(s) * Facilitates career management and planning in alignment with talent management expectations * Identifies critical metrics to assess and measure impact and results * Mitigates risk by ensuring appropriate escalation / investigation of performance, conduct and other AR related matters Needs Assessment * Supports clients' coverage and identify emerging talent issues before they impact the clients strategy fulfillment * Leverages associate feedback and/or interviews to maintain or build awareness of covered population, issues and challenges * Leverages HR COE teams as relevant to conduct assessments * Socializes hypotheses with recommended actions and options for remediation with client leaders * Continually assesses the HR implications of client-driven strategic options and proactively communicate with Management * Supports the business / function unit's talent interests within the HR organization Monitor Culture and Drive Change * Represents Ross values/culture and any design change initiatives and programs to support organizational culture * Serves as a strategic advisor to leaders on all matters related to talent strategy (recruiting, development, performance management, succession, org design, team performance, and change management). * Drives organizational improvements and decision-making to constantly improve corporate talent across the global business while balancing both strategic needs and tactical goals. * Consults with internal clients to ensure that the needs of users are being met. Works with leaders to anticipate future service needs and develop plans to meet those needs. * Facilitates the adoption of HR policies and practices and educate leaders and managers regarding HR capabilities * Supports and drives the corporate leadership and corporate functions to embrace organization changes and promote continuous improvement through operational excellence. * Partners with HR Centers of Excellence to provide seamless HR operations support to the client organizations. * Supports 'One HR' culture, mutual accountability and respect within HR team Associate Relations * Expert consultant in Associate Relations, and counsels others in identifying potential problems and will advise on resolution of issues or conflicts, to maintain an effective associate relations climate within departments and throughout Corporate. COMPETENCIES: * Strategic Agility * Political Savvy * Organizational Agility * Dealing with Paradox * Conflict Management * Interpersonal Savvy * Perseverance * Dealing with Ambiguity QUALIFICATIONS AND SPECIAL SKILLS REQUIRED: * This candidate will have at least 10 years of Human Resources management experience with a background in Corporate Human Resources ideally in a retail environment. * At least 5 years' experience preferred as an HR Business partner/advisor to leaders and teams with accountability for creating and implementing a business unit talent strategy and leading an HR team * Bachelor's degree or equivalent * SPHR or SHRM-SCP desired * Is a pragmatic thought leader with strong integrity who has proven success operating within a fast-paced, growing business environment. The position requires someone who is committed to maintaining a culture of respect and results in a growing, goal-oriented organization. * 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 of successfully managing multiple priorities & projects through successful delivery and implementation under time, budget and political pressure * Experience working collaboratively to facilitate the delivery of HR support * Active affiliation with appropriate Human Resources networks, organizations and ongoing community involvement * Experience working with a service delivery model that includes shared services * Experienced, talent-focused Human Resources leader with an energetic and forward-thinking approach to people. * Possesses strong business acumen, outstanding strategic thinking and problem-solving skills and the ability to take a creative approach to human resources and business opportunities. * Is an excellent facilitator who is experienced in resolving conflicts between different parties to a dispute. * This HR leader will possess strong relationship building and influencing skills in conjunction with excellent communication skills, both verbal and written. * Exhibits tremendous initiative and has the ability to be resourceful and creative while maintaining flexibility. He/she will be a leader with a strong sense of urgency and drive who has a great attention to detail and flawless execution. * Must be a well-organized and self-directed individual, who is \"politically savvy\" and a team player. * This role reports directly into the GVP, HR PHYSICAL REQUIREMENTS/ADA: * Please include any additional physical requirements below the standard requirements (including any travel, lifting, pushing, or pulling) * 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. * May also require occasional driving and/or traveling overnight for business functions or site visits. SUPERVISORY RESPONSIBILITIES: * Sr. Director * Director * Manager 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.
• Location: Gardena, Inland Empire
• Post ID: 159116527 inlandempire