As an HR leader, you drive change, remove obstacles and develop inclusive talent strategies to support a guest-focused mission. You champion recruitment efforts, collaborating with Talent Acquisition to attract and retain the right talent and deliver meaningful career experiences. By being a strategic partner for your peers and leaders, you ensure profitable growth by developing high-performing and engaged teams, creating an environment where teams love to work.    

At Target, we believe in our leaders having meaningful experiences that help them build and develop skills for a career. The role of a Human Resources Executive Team Leader can provide you with the skills and experience of: 

• Creating and managing HR strategies and goals; delivering results through your team 

• Reading financial reporting and interpreting data   

• Navigating federal, state and local employment laws 

• Recruiting, selecting and talent management of hourly team members and leaders 

• Supporting business leaders; coaching and consulting with them in growing the business and developing their teams 

• Influencing across levels and partners (e.g. hourly team members, senior leaders) 

As an Executive Team Leader Human Resources, no two days are ever the same, but a typical day will most likely include the following responsibilities: 

• Consistently delivers guest experience commitments 

• Holds TLs accountable to deliver exceptional guest experiences through consistent accountability, team development, training and recognition. 

• Celebrates outstanding guest experiences across teams and ensures recognition is consistent and meaningful. 

• Reviews area guest, financial, and team metrics to identify gaps and understand team behaviors. 

• Celebrates wins, sets clear priorities, and leads actions that drive results and enhance the guest experience.

• Partners across teams to create an easy,inspiringand friendly guest experience.

• Build an inclusive, high-performing culture by developing leaders through continuous learning, effective training execution, and clear expectations that reinforce accountability.

• Lead a team of HR Experts and HR Team Leader (if applicable) who serve the total store team by solving problems, removingroadblocksand engaging each team member.

• Effectively plan and manage programs related to culture, pay and rewards and benefits to maximize team member engagement and minimize business disruption, while supporting leaders in making the best decisions for their teams.

• Develop and coach your HR Team Leader (if applicable) to elevate the skills andexpertiseof the team.

• Anticipate andidentifycurrent and future trends and needs of the teamto support the totalstore’s health and drive profitable sales.

• Support leaders in creating and prioritizing an environment of inclusivity where teams value diverse voices and approaches, are authentic and respectful, and createequitableexperiences.

• Support organizational and operational change by focusing on HR priorities, practices, and impact.

• Know and assess the competition; leverage guest insights and feedback to drive the business and be the destination of choice for our guests.

• Promotea culture where teams love towork,and guests love to shop; recognize guest-centeredbehaviors and reward outstanding performance.

• Developteams and leaderswho are committed to continuous learning through observations, providing regular feedback and recognizing strong guest service.

• Support,coachand recognizethe leadership team to ensuretimely completion of training execution.

• Buildrelationships that are important to thelocalcommunity andengagestore team onthese initiatives.

• Be approachable and available for yourteam, leada culturewhere team members feel heard,and issues are quickly resolved.

• Support leaderswith reviewing and publishing schedules that are compliant, meet business needs and align with team member availability and desired hours.

• Develop a store staffing strategy,identifyingwhen to hire externally to ensure more consistent work hours for current team members and reduce schedule fluctuations.

• Useyour expertiseto guide storeleaders in hiring and onboardingcandidateswith the right skills and experience byunderstandingthe needs of both the business and guests.

• Create,lead, and modela culture of executing all best practices as outlined with team onboarding,learning, and required training; help close skill gaps through development, coaching and team interactions.

• Establish a culture of accountability through clear expectations and performance management.

• Leadinvestigations to address and resolve concerns, collaborating with the appropriate partnersand owning the process from initiation to resolution to foster a positive work environment.

• Alwaysdemonstratea culture of ethical conduct, safetyand compliance; leadtheteam to work in the same way and hold others accountabletothis commitment.

• Develop and leada safety cultureand performance of the department through modeling and recognizing safe behaviors,identifying and correcting hazards, holding team accountable to following safety expectations, assisting with incident response, and reporting/investigating injuries timely and accurately. 

• Lead an instore security culture by focusing on deterrence,responseand resolution in order toimprove physical security processes.

• Lead merchandise protection strategies across the totalstore;including ordering, storage and application as directed by best practices.

• Regularly assume store-level leadership on duty (LOD) responsibilities to enable the guest experience for the store during assigned shi