FIELD HR BUSINESS PARTNER

Sally Beauty Holdings, Inc. is a leader in professional hair color and beauty supplies. The Field HR Business Partner is responsible for aligning business objectives with associates and field leadership, acting as a consultant on HR-related issues, and developing integrated solutions to enhance talent development and organizational effectiveness.

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
• 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