HR Manager - Technology

At DICK’S Sporting Goods, we believe in how positively sports can change lives. On our team, everyone plays a critical role in creating confidence and excitement by personally equipping all athletes to achieve their dreams. We are committed to creating an inclusive and diverse workforce, reflecting the communities we serve.

If you are ready to make a difference as part of the world’s greatest sports team, apply to join our team today!

OVERVIEW:

As a HR Manager supporting the Technology function, you will play a critical role in driving people strategies that enable innovation, collaboration, and business success. This position requires a deep understanding of HR principles and the ability to adapt to the fast-paced and ever-evolving tech landscape. You will partner closely with technology leaders to implement HR initiatives that enhance talent acquisition, employee engagement, and organizational effectiveness. This role will focus on building a high-performing and inclusive culture, supporting workforce planning, and driving key talent strategies to ensure the growth and success of our Technology teams.

Business Partner

• Act as a thought partner with the various senior leaders (VPs and Directors) along with their respective leadership teams to implement and activate HR processes to foster organizational and people effectiveness. This includes monitoring, assessing and updating org design as business needs change.

• Work closely with all Human Resource functional groups, such as Recruiting, Compensation, Benefits, and Learning & Talent Management to develop HR practices that align with the strategic needs of the business.

• Conduct root cause analysis, in partnership with leadership, to determine strengths and opportunities within each functional group as it relates to employee engagement, turnover, retention and talent development. Actively provide solutions and recommendations.

• Regularly review HR analytics to assess trends and report findings back to leadership to proactively develop strategies to capitalize on strengths and mitigate risk.

• Manage payroll budget for assigned client groups. Partner with leaders as needed to fund requests, promotions, market adjustments.

Employee Relations

• Respond reactively to critical employee relations issues and concerns. Resolve issues and foster a positive employee/employer relationship by offering alternative solutions.

• Investigate employee situations including claims of harassment, policy complaints, disciplinary issues, ethics complaints and employee performance.

• Provide advice and consultation for employees on policy interpretation, EAP issues, employee conflict across all levels of the organization.

• Act as liaison between employees and core HR in terms of benefits, payroll, leaves of absence, etc.

• Ensure that all levels of employee are given timely information covering changes in policies and other rules/procedures and ensure fair and consistent handling of issues and complaints.

Talent Management & Retention

• Facilitate the talent management process annually. This includes goal setting, talent review, performance review and check-ins.

• Manage through succession planning activities in partnership with hiring managers, recruiting and compensation. Own internal promotions, transfers and hires and terminations end to end.

• Partner with Compensation to coordinate administration of the Wage and Salary program in alignment with market conditions. Participate in annual market reviews by ensuring job descriptions are accurate, complete and reflect the needs of the role.

• Influence and coach leaders to take more accountability for talent and leadership development and to model desired behaviors.

Developing Talent and Teammate Engagement

• Build effective teams that apply their diverse skills and perspectives to achieve common goals by establishing common objectives and a shared mindset.

• Manage execution responsibilities and workload of direct reports to achieve department deliverables on time and with quality.

• Develops talent through coaching, feedback, exposure, and stretch assignments in order to meet their own career goals as well as the organization’s priorities

• Partner with department leadership to establish strategic staffing and succession plans; successfully deliver on proposed staffing objectives.

• Drive the talent selection process in alignment with the company’s talent philosophy for open direct reporting positions; Ensure all direct reports are appropriately trained and on-boarded.

• Drive engagement by creating a climate where people are motivated to do their best to help the organization achieve its objectives; focus on voice of teammate data (e.g., Engagement & Pulse results), partnering with organization leadership to drive necessary changes.

QUALIFICATIONS:

• Bachelor's Degree, Human Resources or related field, relevant experience considered

• 5-7 years of experience with a solid understanding of employment law and policy administration.

• Previous experience in a retail organization is a plus.

• Experience with a HR Data system required. Workday experience a plus.

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