HR Director, HTDC

Our values start with our people, join a team that values you! Bring your talents to Ross, our leading off-price retail chain with over 2,200 stores, and a strong track record of success and growth. Our focus has always been bringing our customers a constant stream of high-quality brands and on-trend merchandise at extraordinary savings. All while providing a fun and exciting treasure hunt experience. As part of our team, you will experience: Success. Our winning team pursues excellence while learning and evolving Career growth. We develop industry leading talent because Ross grows when our people grow Teamwork. We work together to solve the hard problems and find the right solution Our commitment to Diversity, Equality & Inclusion, and our community. We celebrate the backgrounds, identities, and ideas of those who work and shop with us because our differences make us stronger. We strive to be a positive force in our community. Our Corporate headquarters are in Dublin, CA, we have 3 buying offices in key markets in New York City, Los Angeles, and Boston, and 8 distribution centers nationwide. With 2023 revenues of $20.4 billion, we are a Fortune 500 company who is committed to providing an inclusive work environment with continuous learning opportunities and development for our teams.

GENERAL PURPOSE

The DC HR Director is a leader and partner in all aspects of the HR function and supports the business leaders to design and deliver programs that align with and enable the Supply Chain business objectives. The role is responsible for developing the strategy and identifying people priorities for the business, using metrics and feedback themes to drive actions that positively impact Associate attraction, retention, and engagement in support of bottom line business initiatives. Leads the prioritization of learning, talent and positive Associate relations activities in partnership with other HR team members and HR Services. Supports leaders in creating an inclusive environment where Associates and teams can work at their best. Drives the development and execution of a talent strategy that enables the achievement of business goals and ensuring the identification and development of future leaders, succession planning, and other critical talent processes. The successful DC HRD proactively identifies opportunities to optimize the organization - structure, size, workforce composition - in support of business outcomes. They provide leadership coaching and support team effectiveness efforts through direct and actionable feedback. This role manages and drives multiple HR programs across the network of DCs in a fast paced and complex business environment while building capability within business and support leaders through change. This role assesses and anticipates HR-related needs within the respective DC, communicates needs proactively with Ross HR Partners, HR Management and Centers of Excellence. Responsible for maximum performance execution of HR deliverables. Executes programs including, but not limited to, strategic workforce planning, talent and performance management, skill development, and management training. Provides partnership and support to related functions. Responsible for driving HR process execution and consistency in Supply Chain management while following HR best practices.

ESSENTIAL FUNCTIONS

Oversee, facilitate and guide the Talent Management and Succession Planning processes and serve as a consultant to Business leaders in all areas of Performance Management for assigned business units. Oversee and ensure execution of Performance Management processes with related business partners In collaboration with HR Information Systems, coordinate, monitor and report out on DC business unit specific relevant HR Metrics Collaborate with HR Partners (Other HRBPs, DC Payroll & Transactional Talent, Talent Acquisition, Learning and Development, Diversity, Equality & Inclusion and Total Rewards), Legal, and communications to deliver HR solutions that meet business needs and help maintain a positive workplace environment and culture. Partner with leaders to effectively manage and lead change in the organization, providing the right amount of transparency to Associates and giving leaders the right tools to lead change. Provide DC specific oversight of the Contingent Labor Vendor's processes and engage when needed to provide high level guidance as a liaison with Operations. Ensure accountability is upheld to all SLAs and contract requirements. Strategize and implement short and long-term labor strategies for production workforce in partnership with Operations, HR COEs, and third-party suppliers to maximize attraction, retention and engagement. Communication: Maintain productive communication with Production and Support Departments in order to build relationships and guide value added HR support. Collaborate and partner with Corporate HR teams to enable actions that support Supply Chain objectives. Partner with Supply Chain Communications. Create an environment of continuous improvement in HR and within the business by establishing new approaches, policies, and procedures to continually improve efficiency. Total Rewards: Work with HRIS and Compensation to research and benchmark competitor wage and nonwage components; partners with Corporate compensation and leaders to execute Focal Process. Training and Development: Facilitate and guide the DC new associate onboarding process for exempt associates, to include conducting appropriate and approved training programs. Partner and/or deliver soft skills training for management level associates as required, and facilitate other training as necessary. Works with leaders on initiatives to promote positive Associate relations. Maintain a positive, Pro-Associate culture and work environment. Guide, influence and initiate the MIT and SIT development initiatives. Conduct and track exempt level exit interviews and provide appropriate consultation based on feedback to Business Partners. Associate Relations: Partner with HR Services with investigations; Engage and respond to exempt level unemployment cases and third-party inquiries. Engagement: Facilitate and/or support HR and engagement-related programs at individual locations such as Open Enrollment, health fairs, associate recognition events (service awards, luncheons, etc.), focus groups, Town Hall meetings, surveys, action planning, and assimilation/team-building. Support growth in the Supply Chain: assist as necessary in the opening of new Distribution centers across the network, to include development of internal talent for transfer, training external hires, training of HR teams at new DCs.

COMPETENCIES

Collaboration Developing Talent Manages Conflict Business Acumen Building Effective Teams Communicates Effectively Leading by Example Influence Ensures Accountability & Execution Plans, Aligns, & Prioritizes Organizational Agility Human Resource Acumen

QUALIFICATIONS AND SPECIAL SKILLS REQUIRED

Bachelor's Degree or Higher 10 years relevant business unit experience in Human Resources SPHR(CA) or equivalent professional certification preferred

PHYSICAL REQUIREMENTS/ADA

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. Job requires occasional travel. This role requires full-time in-office presence, including to engage in in-person team interaction, meetings and collaboration, client support, mentoring, coaching, and/or feedback.

SUPERVISORY RESPONSIBILITIES

HR Representatives

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 Stores, Inc. is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, disability status, protected veteran status, or any other characteristic protected by law. #J-18808-Ljbffr Hispanic Alliance for Career Enhancement