Senior Manager, Field Human Resources

This is a Hybrid position working from our Legacy West Support Center located in Plano Texas.

The Senior Manager, Field Human Resources reports to the Senior Director, Human Resources and partners closely with field leaders and people managers to support execution of HR priorities across stores, distribution centers, field teams and shared services. This role helps translate business needs into practical HR solutions, supports associate relations, talent development, engagement, and change initiatives, and collaborates with HR partners to ensure consistent application of programs, policies, and best practices.

Responsibilities

• Partner with field leaders and people managers to execute HR plans aligned to business priorities, including workforce planning, talent development, change support, and associate engagement.
• Provide coaching, guidance, and practical HR support to people managers and HR partners to strengthen leadership capability, team effectiveness, and consistent people practices.
• Support associate engagement efforts through effective communication, culture-building activities, and reinforcement of the associate value proposition in the workplace.
• Collaborate with HR centers of excellence and HR leadership to implement workforce programs, policies, tools, and processes that support current business needs.
• Contribute insights, reporting, and field perspective to HR initiatives, projects, and continuous improvement efforts led by the Senior Director or broader HR leadership team.
• Manage associate relations matters within assigned scope, escalating complex or high-risk matters as appropriate and ensuring alignment with company values, policies, and governance standards.
• Lead, coach, and support assigned HR team members or project resources to promote strong execution, accountability, and consistent service delivery.
• Partner with business leaders and HR leadership to support alignment of business objectives and HR priorities across assigned field areas.
• Build and maintain productive relationships with field and functional leaders, serving as a trusted HR partner and escalation point within assigned scope.

• Bachelors degree in Human Resources, Business Administration, or related field required; equivalent relevant experience may be considered.

• A minimum of seven (5) to ten (7) years in progressive HR experience required.
• Experiencecoaching team members, leading projects, or supporting cross-functional HR initiatives, strongly preferred.

• Demonstrated ability to partner with field leaders and people managers to support HR execution, associate relations, talent planning, engagement, and change initiatives within an assigned scope.

• Strong project management and operational follow-through skills, with the ability to coordinate multiple priorities, support implementation plans, and deliver timely results through influence and partnership.

• Strong communication, coaching, and problem-solving skills with the ability to provide practical guidance, escalate appropriately, and maintain credibility with leaders and HR partners.

• Working knowledge of employment laws, compliance requirements, associate relations practices, and HR best practices, with the ability to apply them consistently and identify when additional guidance is needed.

• Passionate Learner 6 seeks information from a range of sources; open to feedback and takes action; is inquisitive about the business and allocates time to learning;interprets information and applies learning, realigning and reshaping projects to ensure innovation and continuous improvement

• Flexible & Agile Adapter adaptive and can effectively navigate functional changes; steers through ambiguity, adapting or developing new plans; focuses on achieving project successes; resilient in pursuing the end goal; keeps calm under pressure; able to lead others and to keep perspective.

• Talent Builder leads the talent processes and sets expectations with team; understands the correlation between talent and functional performance; able to identify and evaluate talent; predicts skills required for the future; encourages an inclusive culture and recognizes contributions of others; invests time to mentor/coach others; empowers, delegates, and motivates the team

• Effective Communicator articulates in an appropriate and accurate manner; emotionally astute and agile while remaining authentic to own style/self; uses data/information in a relevant, concise, and candid manner; proactive and timely in sharing information; encourages all associates to express their views and opinions; demonstrates active listening and asks probing questions

• Team Builder demonstrates teamwork/collaboration within SBH; follows best practices and processes to prioritize partnering; driver of information sharing and collaboration; builds effective teams and values input from various sources and levels; humble when operating within a team; coaches direct team about the importance of inclusion, holding self and others to a high standard

• Customer Focused Partner demonstrates a solid understanding of the customer; understands internal and external customer needs and contributes to improving the associate and customer journey/experience; considers how activity impacts the customer; is an advocate of the customer; seeks customer feedback; holds self and team accountable for improving the customer experience

• Strategic Thinker progressive leader bringing new, strategic thinking/ideas; able to bring them to life; considers near-term strategic issues facing function; works with others to develop progressive and cost-effective strategies; uses a broad range of data and information sources; balances risk with innovation; considers strategies that improve efficiencies and scalability within department

• Big Picture Thinker displays an understanding how various functions operate; predicts how trends could impact department; develops plans with other functions to initiate action/change; adopts an inclusive leadership approach; seeks feedback, reviews progress, and adapts plans for better outcomes; develops insights into other departments and understands interdependencies

• Results Driver effective at driving and delivering on plans; holds self and others accountable to a high standard of results, goals, and delivery; implements processes/systems to drive results and continuous improvement; good with time management; focuses on the right priority; uses resources wisely; demonstrates grit and determination, desiring the whole team to succeed

• Problem Solver & Decision Maker able to consume relevant data from business sources to fully frame the problem/decision; identifies, gathers, and examines relevant information; engages the right people in the decision making to solve challenges; considers importance/impact of decisions against relevant factors including costs, risks, volume of work, and degree of change to function

Hybrid or remote work options depending on company policies and location.The work environment generally involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, retail stores, and residences or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals, etc. The work area is adequately lighted, heated, and ventilated.

The work is sedentary; however,occasional travel to company locations may be required. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, files, books, small parts; using a keyboard, driving an automobile, etc. No special physical demands are required to perform the work.

Benefits

We offer a competitive salary and outstanding benefits package that includes medical, dental, vision, life Insurance, paid vacation and sick days, paid holidays, tuition reimbursement and 401(k) with company match. In addition,