CosmoProf Beauty is a leader in professional beauty supplies, and they are seeking a Field HR Business Partner to align business objectives with associates and field leadership. The role involves driving recruiting strategies, providing HR guidance, and ensuring a safe and compliant work environment while fostering a culture of engagement and talent development.
Responsibilities:
- Drive recruiting strategies to build a pipeline of talent, identify opportunity areas, and train local teams
- Active on LinkedIn and all digital networking platforms and social networks, possesses a strong network of external candidates to fill positions when required
- Assess Field Leader’s abilities to determine talent opportunities and their impact on performance
- Engage in talent reviews and succession planning, promoting the right talent and building career pathing for high performers
- Assessing development needs from a business perspective and taking ownership for addressing them
- Develop and implement tools to drive talent development
- Provides guidance and input on business unit restructures, workforce planning and succession planning
- Aligning the strategy, structure and culture to maximize the drive for business
- Consistently engages Field leaders regarding their own strengths and opportunities while leveraging IDPs to improve their capabilities
- Ensures that the Store Managers engage and develop their teams
- Develop and implement tools to drive talent development
- Builds strong working relationships with all business partners
- Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies
- Use insights from the organization to improve talent and business outcomes
- Develop and administer necessary training to build skills in the areas of leadership, recruiting, engagement, and associate relations
- Support Greenhouse, Thrive training and other leadership tools and programs to reinforce skill building
- Through coaching and consulting, work with leaders on the importance and practice of delivering an exceptional customer experience which maximizes sales/KPIs and drives customer loyalty in assigned stores
- Understands the competitive landscape by observing and studying the competition to learn about current initiatives/strategies, shares insights with relevant business partners and supervisor
- Develops disciplines that drive behavior so all brand standards are met
- Build and nurture a culture of highly engaged associates with leaders to drive passion and commitment for the business that results in improved retention
- Provides day-to-day performance management guidance to field management (coaching, counseling, career development, disciplinary actions)
- Ensures processes are followed to ensure the store environment is safe at all times for associates and customers; all policies and procedures are followed
- Analyzes and utilizes all available reporting
- Lead investigations in addressing associate relation issues and using the data to understand development opportunities to mitigate future issues and minimize company risks
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
- Partners with the legal department as needed/required
- Provides HR policy guidance and interpretation
- Drives the execution of all company processes through training, management, analysis and continuous improvement
- Review staffing levels to leverage payroll and overtime
- Ensures support for all processes to support digital strategies are utilized such as Omni-channel fulfillment (SFS/BOPIS)
- Analyze and share out reporting on turnover and retention, ER trends, other HR KPI’s, and monitor completion of training, performance appraisals and other Thrive programs
- Partner with Regional Team on business objectives
- Participants in regional meetings and calls regularly
- Travel with Regional Director and team frequently to identify strengths and opportunities of the region’s execution of programs, keep a pulse on the culture, identify training needs, and understands market threats and opportunities
Requirements:
- Bachelor's degree and relevant industry experience
- SHRM-CP or SHRM-SCP Certification
- Minimum of 8 to 10 years' experience resolving complex employee relations issues
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws