Regional Senior HR Manager (West Coast Retail Stores)

Los Angeles, CA, United States

QUESTIONNAIRE-6-38

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Serving the needs of all families with young children, Carter’s Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carter’s, OshKosh B’gosh, Skip*Hop and Little Planet brands. Meaningful work, constant learning, genuine people, and a community guided by core values that promote inclusion and innovation is in everything we do. There are many reasons to build your career at Carter's.

How You’ll Make An Impact

The Regional Senior HR Manager is a passionate HR leader committed to building an inclusive environment that attracts and develops people of all backgrounds. They are responsible for providing solutions, thought-partnership, and business talent strategies to Field Leaders. Responsible for coaching leaders, setting the HR vision, and managing all day-to-day HR activities. The HR leader is a change champion, whose role is both strategic and hands-on to provide full cycle HR support. The role will influence teams to translate business needs into a people-first agenda and build trust in every interaction by modeling Carter’s core values.

This role reports to the Senior Director, HR Retail and must be based on the West Coast (AZ, CA, CO, ID, OR, WA). Will require travel up to 30% of the time within the region and/or to our HQ in Atlanta.

Employee Relations (50%):

Develop, advise, and implement organizational strategies to elevate HR / Operational effectiveness

Partner with Regional Vice President/Director and District leaders to review, manage and optimize team performance through Performance Management, Succession Planning and Employee Development

Conducts internal investigations and/or employee concerns on workplace situations and prepares all required documentation with a focus on issue resolution within assigned region/area

Leads in partnership with retail teams the Positive Employee Relations strategy to all employees and ensures all employees voices are heard

Partners with managers on the development of corrective action and implementation of performance improvement plans

Coaches and advises Regionals, District Managers and Store Management on the performance counselling process and partners with them on solutions at all employee levels

Coaches and drives accountability of Leaders with the annual and midyear performance review process

Promote knowledge and understanding of Company policies and of relevant employment laws through coaching, presentations, and training

Collectively partners on innovative and long-term solutions to prevent occurrence of issues

Talent Development / Planning (30%):

Execute recruiting strategy by organizing and directing efforts, including sourcing, screening, and interviewing applicants for management positions

Partners with Regional on the development and execution of succession plan at DM and store level to ensure both internal and external pipeline of candidates meet the demands of the business

Drives focus to consistently raise the bar for identifying talent, hiring and developing leaders who cultivate our culture

Partner with the talent acquisition team on developing a recruitment strategy focused on attracting top talent and diversity through targeted outreach

Supports the Talent team and Field leaders on pipeline generation and compelling marketing of the organization and job opportunities

Partners with stakeholders to manage the tools, processes and communications involved in the successful design, preparation, and delivery of talent programs

Proactively provides and seeks out well-thought out, actionable feedback and career development opportunities for District Managers and Store Management

Takes an active lead with learning and development to drive Leadership Development programs and ensure successful retention and succession

HR Process / Operations (20%):

Review and analyze business metrics including data on retention and employee experience in order to recommend systemic improvements

Fully leverage data and predictive people analytics to drive insight and support the business

Support Diversity, Equity, and Inclusion Initiatives through the promotion of education, brand visibility and organizational design that fosters professional opportunities and growth for all

Support and contribute to change efforts for business initiatives

Successfully monitor the "pulse" of the employees to ensure a high level of employee engagement

Drive recommendations, accountability and changes to positively impact engagement and retention

Meeting support at company/regional/district level; Content development & Platform speaking

Must Have

WE’D LOVE TO HEAR FROM YOU IF:

Flexible availability with ability to travel up to 30% of the time

Minimum of 10 years of professional experience in employee relations, and/or human resources

Retail industry experience is required; retail management experience is a plus (multi-site preferred)

10+ years People Management experience; preferably in a fast-paced Retail environment

Valid driver’s license

Preferred Skills And Experience

Bachelor’s Degree strongly preferred

Bilingual (English/Spanish) preferred

Our Team Members

Lead Courageously: Have a strong sense of personal values that align with our Company values

Collaborates Broadly: Build cooperation, trust, and thrive in a consensus driven environment

Customer Focus: Proactively seek opportunities to leverage data and fact-based insights to serve customers and/or internal clients

Drive Growth: Set aggressive goals and implement plans precisely

Cultivates Innovation: Respectfully challenge the "we’ve always done it this way" mentality and explore new ways to achieve desired outcomes

Make a Career At Carter’s

Career Development: Success starts from within, and we have several paths from which you can choose to enhance your career evolution. From Carter’s University to Toastmasters to mentorship programs and more, we encourage you to utilize these tools to elevate your professional prowess.

Compensation for this position ranges from $100,000 - $160,000 annually based on skills and experience.

Carters is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, veteran status, or any other status protected by federal, state, or local law.

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