HR Manager, Retail

rag & bone   •  

NY

Industry: Pharmaceuticals & Biotech

  •  

8 - 10 years

Posted 163 days ago

This job is no longer available.

This role isresponsible for theHR generalist function, with a focus on planning and implementing strategic company initiatives that foster rag & bone’s vision and enhance employee engagement and the employeeexperience. This role will spearhead and/or participate inHR projects and cross-functional projects/initiatives thatsupport the employee life cycle from new hire to termination acrossretail in functional areas with broad business impact such as strategic talent management, performance management, training & development and compliance. This role isresponsible for establishingpartnerships with senior and mid-level management teams and best in class RetailHR standards to align with and achieve company and systems initiatives; to make recommendations and decisions and develop and/or promoteHRinitiatives to further the strategic goals of the business.

Based in New York, this HR Manager will be a critical member of the HR team and serve as a Business Partner to the retail management teams.  This individual will work in partnership with rag & bone’s VP of Retail, Director of US Retail Stores, Area & District Managers, General & Store Managers and greater retail population to build engaging environments focused on innovation, support and investment, and comprehensive solutions that have a positive impact on business results.

 

KEY RESPONSIBILITIES

Talent Development & Performance Management

 

  • Support & coach managers as it relates to performance management, employee relations & progressive disciplinary strategies; provide counsel & recommendations for at risk employees, including termination documentation
  • Manage conflict resolution & employee complaints; conduct investigations in an effort to move toward resolution
  • Identify performance trends and recommend appropriate employee relation strategies, tools & programs to address said performance opportunities
  • Coach the retail population with a focus on development opportunities, leading effective sales teams, and fostering the highest sales and service standards
  • Advises management on appropriate resolution of employee relations issues; ensuring consistency across the retail organization as it relates to general performance management, corrective & disciplinary actions
  • Presents strategic guidance and recommendations for employee development, succession planning, internal mobility and retention of high potential talent
  • Provides CPO & field leadership with a "pulse" of the overall engagement of employees and work with managers to ensure retention of valued associates

Talent Acquisition

 

  • Facilitate recruitment from initiation to hire, interviewing candidates, conducting reference checks, creating offer letters, and extending offers
  • Actively recruit talent for key positions, continually sourcing quality candidates through personal network, store visits, and internet searches to build a pipeline of candidates
  • Proactively introduce candidates to managers in anticipation of future hiring needs
  • Develop recruitment strategies for each open position in partnership with field leadership and clearly define sourcing strategies and expectations; ensuring recruitment needs are aligned with retail business initiatives and strategies
  • Work with CPO and retail team to identify opportunities in the recruitment process and develop solutions to ensure we are staffing our stores with qualified talent in a timely manner
  • Support new store openings with staffing at all levels
  • Build & maintain talent pipeline in all markets, with support of field leadership; responsible for full cycle recruitment of management level employees
  • Track recruitment metrics and use them to improve on process and highlight successes

Training & Onboarding

  • Train retail management upon hire and set expectations for retail employee onboarding & offboarding
  • Responsible for the ongoing execution and updating of HR training for retail managers
  • Responsible for training & development of store leaders as it relates to recruitment, policy & procedure and best practices as it relates to coaching and development
  • Coach hiring managers on effective performance management
  • Enhance department reputation by offering an exceptional level of support to our retail team and by exploring and owning opportunities for the function to improve interactions with the retail team

Business Acumen

  • Understand and uncover business issues, analyze trends, and integrate talent management initiatives to impact business performance
  • Build credibility and influence cross-functional partners to achieve goals and maximize their teams and talent
  • Formulate business strategies focused on retaining and developing key talent and reducing turnover
  • Provide monthly reports and/or summaries of the business, performance and issues, and recruitment needs in areas of responsibility
  • Conduct continuous store visits to listen to team needs, understand opportunities and establish a

presence

 

HR Operations

  • Provide timely HR service to the organization, providing advice on best practices and guidance on the interpretation and practical applications of HR policies, procedures, and legislation
  • Ensure HRprocesses, programs and services are streamlined and are rolled out to the workforce in an effective manner that is compliant and services in alignment with rag & bone’s initiatives/objectives
  • Coordinate recognition programs and assist with celebrations and tracking of milestones and successes
  • Oversee the hiring and separations processes - reviewing all applications, employment offers, and terminations prior to finalizing. Process all exit interviews and separation agreements
  • Build and strengthen the capabilities of the human resources team in the delivery and execution of HR programs and services
  • Ensure consistency in all execution of HR policies and practices within US & UK locations

HR Administration/Projects

  • Field general HR questions, policy & procedure questions & questions related to the Retail Employee Handbook, trade and discount and other employee policies
  • Act as HRBP to retail team to ensure policies & procedures and being enforced from top down
  • Ensures that relevant documentation and records are being kept for our retail team; responsible for ensuring the integrity of all information and documents
  • Responsible for corporate communication to retail teams (resignations, new hires, promos, transfers, etc.)
  • Execute retail review process and related comp increases, develop necessary materials to support and best-in-class review process
  • Identify areas of opportunity within current retail review process & recommend solution based suggestions
  • Responsible for approving wage increase and markets adjustments, and ensuring equity across the organization
  • Proactively identify areas of opportunity as it relates to compensation; ensure retail comp packages are competitive in each respective market in which we operate; analyze current retail org to develop respective pay bands by store, market & role
  • Maintain monthly manager Retail Communication, detailing open roles, promotions, birthdays, etc.
  • Advocate for retail team concerns; appropriately identify and work to address areas of opportunity within corporate organization in partnership with CPO & Corporate HR Manager

DESIRED SKILLS & EXPERIENCE

 

  • Bachelor's Degree with a minimum of 7 years of prior experience in Human Resources
  • Relevant experience gained within a fashion luxury retail environment preferred
  • Demonstrated experience aligning HR goals and objectives with the business goals, combined with a strong ability to translate business needs into HR solutions
  • In-depth knowledge of U.S. benefits and employment practices
  • Strong employee relations experience handling complex performance management issues
  • Flexibility to travel to stores, as well as work from multiple locations
  • Must be able to travel up to 25%
  • Proven ability to manage HR in a multi-site capacity