Human Resource Generalist

GENERAL PURPOSE:
Accountable for daily partnership with Store Management, District Manager and Loss Prevention on all Human Resource issues. Responsible for supporting the Human Resource Zone Manager in ensuring maximum performance execution in exceeding all HR Metrics and creating action plans to positively impact bottom line business initiatives.

ESSENTIAL FUNCTIONS:
Associate Relations:
1.Working with the Human Resource Zone Manager in assisting District Managers and Store Management in identifying potential associate relations opportunities, providing counsel and advice to stores and district business partners to create swift solutions and productive outcomes. Follow-up to ensure continued closure.
2.Survey employees to assist in identifying morale problems and offer District Manager ideas and suggestions in developing meaningful action plans to resolve/enhance the climate.
3.Ensure District Managers are proactively executing a union avoidance culture and are responding with a sense of urgency to any union organizing campaign or suspicion of attempt once discovered.
4.Work with Human Resource Zone Manager in the interpretation of personnel policies and procedures. Assist District Managers and Store Management in redirecting associates when necessary, formulating action plans with managers when potential associate problems are identified
5.Provide input to District Managers on all exempt management level performance reviews.
6.Investigate, respond and find solutions to all associate complaints in a timely manner.

Staffing:
1.Conduct and coordinate New Management Orientation regularly.
2.Conduct interviews as necessary on exempt and assist in the completion of on-going management retention surveys of new managers quarterly.
3.Drive the new hire orientation process in all stores.
4.Work with District Managers to ensure that the external direct recruiting effort, the hiring process and the identification and promotion of internal management candidates is executed and maintained to company standard.
5.Participate in the Management Assessment process for identifying internal candidates for potential career advancement or performance development. Make recommendations as needed to assist District Manager in developing action plans.
6.Responsible for ensuring WOTC targets are met throughout the zone.
7.Monitor the training store placement process for trainees and ensure completion and adherence to all program completion standards. Mentor and monitor trainees throughout the process.
8.Track internal/external placement and promotions monthly.
9.Assist in the sourcing and recruiting of Store Management candidates.

Government Regulations
1.Conduct STAR Visits on-going throughout the zone based on requirements set and agreed upon in partnership with the Human Resource Zone Manager and District Managers.
2.Coordinate with unemployment tax consultant as necessary, regarding state unemployment claims
3.Coordinate and/or participate in Department of Labor claim hearings when necessary.
4.Partner with Los Prevention in handling and processing worker?s compensation claims to expedite a return to work where appropriate. Research and document any state or federal agency complaints, and coordinate response with legal counsel

Training:
1.Assist District Manager in evaluating Human Resource training needs annually, establishing a calendar of training topics to be presented for store level management
2.Responsible for implementation and tracking of Management training programs on a store level basis.
3.Follow up on training topics to ensure consistency. Monitor and measure success of programs.
4.Conduct training workshops and seminars as needed to enhance the skill set for store, district and zone management.

Analysis / Research
1.Partner with HRZM in the recommendation of human resource policy and procedural changes to corporate.
2.Assess zone needs regarding training, benefits, wages, labor and associate relations and communicate recommendations to all business partners.
3.Initiate analysis / reports / statistical data regionally which may affect stores? human resource performance and/or related business initiatives.
4.Analyze statistical data sent from Corporate monthly to help evaluate and enhance the performance against the HR Metrics and in accordance with the HR Scorecard.

Liaison Corporate Office / Field
1.Provide guidance to stores and District Managers in implementing and communicating personnel, compensation, and benefit policies and procedures throughout the zone.
2.Act as liaison between district, zone and regional offices for training, benefits, labor, and associate relations needs
3.Assist District Loss Prevention Managers in addressing associate relations or other Human Resource / Loss prevention issues
4.Evaluate on a regular basis, store hourly pay rates at Ross and local competitors and coordinate store wage rates with operations and Corporate Compensation Department.
5.Follow and execute the annual budget for zone Human Resource expenditures.

Special projects and other duties as assigned

COMPETENCIES:
1.Analysis & Judgment
2.Communication
3.Influence
4.Strategic Agility
5.Leader Leadership
6.Business Acumen
7.Achiever
8.Employment Law
9.Training & Development/Delivery, execution
REQUIREMENTS
QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:
1.60-70% travel required
2.Multi-unit experience