What are the responsibilities and job description for the HR Director - West position at The Boyd Group?
The Director, HR Business Partner supervises a team of strategic HRBPs to maximize the effectiveness and engagement of our Divisional Leadership team and their employees. In addition to supervisory responsibilities the Director, HR Business Partners will serve as the HR Business Partner for one of the 4 Divisions. They work closely to ensure HR programs and policies support the organization’s strategic goals. The role serves as a key member of the HR Talent organization planning and delivering HR programs and services to the business. The HRBP partners with the COEs to execute strategy in the areas of Workforce Planning and Talent Acquisition, Training and Development, Performance Management, Total Rewards, Employee Engagement, and Diversity & Inclusion. Collaborates with DDO, Operations leaders and Talent Acquisition team to identify and prioritize urgent hiring needs.
Job Responsibilities
In partnership with the VP, People and Talent, sets the vision and ongoing direction for the HRBP team.
Provides day to day oversight and leadership for the HRBP team.
Develops new and innovative initiatives that support the organization as well as blocking and tackling for HR support needs for the Operations Organization.
Ensures Operations team has the capability to deliver through bench strength analysis, identification of development needs succession planning and other talent management processes.
Identifies broad training and leadership development needs and partners with Learning and Development and Talent COEs to ensure needs are met.
Oversees the talent acquisition strategy for the division. Assist in recruitment and interviewing for leadership roles. Collaborates with DDO, Operations leaders and Talent Acquisition team to identify and prioritize urgent hiring needs.
Facilitates workforce planning (forecasting, labor planning, and optimization of resources) ensuring that the division has the right skills, in the right role, at the right time. Monitor adherence to the workforce plan and partners with Talent Acquisition to plan for future needs.
Partners with division operations leaders to ensure orientation and onboarding programs are successfully executed.
Oversees performance management processes for division in collaboration with the Talent COE. Coaches division operations leaders in the process and runs annual performance calibration to ensure consistency and alignment of assessments with all division, market and store leadership.
Conducts regular compensation (base, bonus and LTI) review exercises in partnership with the Total Rewards team. Facilitate annual broad based compensation planning for division.
Partners with division leaders and HR team on employee engagement strategy and action planning. Recommends and supports the implementation of solutions to improve engagement and retention at market and store level. Gathers employee sentiment and other information through a variety of sources including ad hoc surveys, focus groups and individual discussions.
Works with leaders and Employee Relations team to address broad employee relations issues.
Oversee employee coaching, disciplinary meetings, investigations, and terminations for key leadership roles. Conduct exit interviews as required.
Coaches and develops leadership competency in Diversity, Equity & Inclusion. Drive leadership to understand, own and measure their ID&E accountability in alignment with broader ID&E strategy.
Leads change management for respective groups. Partners with DVP, DOO and RDs in planning and implementation of changes to organizational structure.
Develops and conducts presentations to employees and managers on HR programs and policies. Consult with division and market leadership to interpret HR policies.
Assists with communication from HR COEs and Leadership to store level to achieve positive and clear understanding of new HR initiatives, policies, and concepts.
Maintains compliance with federal, state, and local employment laws and regulations, and best practices. Review policies and practices to maintain compliance.
Gather and interpret employee data to provide analytics and insights to business leaders.
Partners with HR COEs on Employee Value Proposition and Brand Ambassadorship.
Collaborates and share best practices with HRBP peers in the USA and Canada.
Job Requirements
Bachelor’s degree in Human Resources, Business, or related field required.
10 Years Human Resource experience required; 3 years as an HRBP supporting a large functional team or business unit and 3 years of supervisory experience.
Experience in the retail, service industry or a highly distributed workforce is strongly preferred.
Knowledge of federal, state, and local employment laws and experience in compliance
Professional and effective verbal and written communication skills
Strong negotiation and conflict resolution skills
Demonstrated ability to understand business goals and translate them into HR strategy
Ability to travel up to 50% of time throughout the division
Please note, this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
The physical demands of your job must be met to successfully perform the essential functions of the job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the job.
Compensation Details
170,000 - $215,000 / Year
Compensation is commensurate with skill, education and experience.
Supplemental Pay :
This position may also be eligible for Bonus opportunities tied to individual or business initiatives.
Salary : $170,000 - $215,000
