GENERAL PURPOSE:

The Sr. Manager, Human Resources serves as a strategic HR leader and trusted advisor to Sr. leaders across Supply Chain Corporate Functions. This role is accountable for shaping and executing enterprise talent and associate experience strategies that enable business growth, strengthen culture and mitigate risk.

The Sr. Manager, Human Resources leads high-impact initiatives across talent management, associate experience, change management, workforce planning and HR operational excellence. Acting as a bridge between business leadership and HR Centers of Excellence, this role ensures the delivery of scalable, data-driven and people-centered solutions that enhance engagement, performance and organizational effectiveness.

This role operates under the strategic direction of the V.P., Human Resources supporting and executing HR Strategy, enterprise programs and organizational priorities as delegated by the V.P.

ESSENTIAL FUNCTIONS:

HR Operational Excellence & Analytics
• Partner with HR Shared Services and tiered support to ensure consistent, timely resolution of HR transactions and escalations.
• Analyze workforce HR metrics (e.g., engagement, turnover, performance outcomes) to identify trends, measure impact and inform strategic decisions.
• Drive continuous improvement by refining scalable HR processes that improve efficiency, consistency and the overall Associate experience.
• Assist V.P., HR, with direct, day-to-day support of Corporate Supply Chain Associates serving as HR point of contact for HR work, including but not limited to, answering Associate policy questions, partnering with People Leaders to address Associate performance issues, conducting and monitoring compliance of annual trainings, supporting HR led processes like mid-year and yea-end Focal processes, New Hire Orientation and Annual Associate Survey, supporting recruiting efforts.

Strategic HR Business Partnership
• Service as an HR Advisor to Leaders, influencing enterprise and functional strategy through forward-looking talent and workforce insights.
• Partner with Leaders to align workforce planning, succession planning and performance management with current and future business needs.
• Anticipate and assess HR implications of business strategy, transformation initiatives and operating model changes.
• Mitigate organizational risk by overseeing complex associate relations matters, ensuring appropriate escalation, investigation and resolution in alignment with policy and employment law.

Associate Experience, Engagement & Culture
• Drive an integrated Associate experience strategy across Distribution Centers and Corporate Supply Chain, aligned to enterprise growth and transformation priorities.
• Lead the development and measurement of engagement initiatives, including annual surveys, translating insights into actionable strategies that improve retention and performance.
• Champion a strong, inclusive culture by embedding engagement, belonging and leadership expectations into the Associate lifecycle.
• In partnership with the VP, HR and SMEs, build, champion and scale programs that reinforce Ross' commitment to a best-in-class Associate experience in the DCs and the Corporate Supply Chain.

Talent Strategy & Workforce Planning
• In partnership with the VP, HR, lead and influence talent strategies including succession planning, career development and leadership capability building.
• Provide strategic guidance on talent needs and future capabilities required to support long-term business growth.
• Support critical talent reviews and calibration processes, ensuring consistency, quality and leader accountability.

Change Management & Communications
• In partnership with the VP, HR, lead enterprise and functional change management strategies that enable successful adoption of organizational changes while minimizing disruption.
• Partner with Sr. Leaders and Communication teams to develop clear, compelling and aligned messaging that drives engagement and transparency.
• Support leaders through periods of transformation by coaching on communication, role clarity and change leadership behaviors.

COMPETENCIES:
• Drive for Results
• Plans, Aligns & Prioritizes
• Analysis and Quality Decision making
• Ensures Accountability & Execution
• Collaborates and builds Relationships
• Organizational Agility
• Manages Conflict
• Business Acumen

QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:
• Bachelor's degree in HR, Business or related field required; advanced degree preferred.
• 8 years of progressive HR experience in HR Business Partnership, Generalist or talent-focused roles within a large, complex organization.
• Demonstrated experience supporting HR Strategy and enterprise-scale initiatives.
• Strong background in Associate Relations, Talent Management and Workforce Planning.
• Proven change management expertise with experience supporting business transformation.
• Experience partnering with executive level leaders and influencing across functions.
• HR certification (SPHR or SRM-SCP) preferred.
• Experience working within a shared services or COE delivery model strongly desired.
• Understanding of/or willingness to learn the intricacies of life working in a distribution center environment.
• Passion for building a best-in-class culture and delivering engaging Associate experiences.
• No task too small mentality, with the drive to follow through on every initiative and ensure that projects meet each deadline, budget commitment and milestone.
• Demonstrated consulting skills with the ability to quickly pivot to changing organizational needs.

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.
Some travel required.
This role requires regular in-office presence, including to engage in in-person team interaction, meetings and collaboration, mentoring, coaching, and/or feedback. However, this role can perform duties effectively using a combination of in-office and remote work.

#LI-Hybrid

SUPERVISORY RESPONSIBILITIES:

None at this time

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.