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 HR Manager acts as a strategic business partner to DC leaders on all human resources related issues. This role develops and coordinates the planning and execution of human resources programs to support the goals and
objectives of the organization. The HR Manager will lead, inspire, and develop (1) non - exempt HR team
member. The role is based in our Braselton Distribution Center (4-5ays a week on-site) with occasional travel to our Buckhead office.
Assigned client groups include: - Braselton, GA DC: 500 employees across 2 shifts (AM and PM)
50% GENERALIST HR SUPPORT
- Supports the business in the resolution of complex associate relations issues including coaching, counseling and facilitating resolution with associates; maintains in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks and ensuring regulatory compliance and managing outcome
- Drive all performance management initiatives including goal development, annual and mid-year employee performance appraisals, and review cycle. Manage and facilitate the review board process twice annually
- Partner with leaders to develop and execute Performance Improvement Plans
- In partnership with DC Talent Experience, implement corporate-led communication and engagement initiatives at the DC level
- Promote a positive and inclusive work environment by addressing employee concerns and inquiries
- Oversee local Worker’s Compensation/WCB processes and partner with corporate WC Specialist as needed
- Acts as Change Agent and consultant to the business in managing and supporting small- and large-scale organizational change/
- Support facility operations by ensuring that all exempt positions are filled to budgeted levels and skill sets and experience is aligned with essential job functions. Drive diversity for all exempt roles.
- Ensure the HR practices comply with all applicable labor laws and regulations, including safety standards, OSHA compliance, and EEOC guidelines.
- Evaluate and identify skill gaps (leadership and performance) within the organization and partner with leaders to develop strategies and plans for talent development and succession planning.
30% HR STRATEGY
- Supports leaders in the identification and strategic planning of long- and short-term talent needs for the business: helps leaders develop goals and KPI’s make the link between talent, development and business goals
- Collaborate with and influence leaders on HR strategies and initiatives that support the business needs and create a positive employee work environment
- Lead Organizational Design initiatives for exempt and nonexempt employees including assessment of structures to align organizational design to business needs; partner with leaders to plan and execute reorganization initiatives
- Track, analyze, and report on various HR metrics, identifying trends and strategic actions appropriately
- Identify process and performance improvement opportunities (technology, onboarding, training, reporting, etc.) and partner cross-functionally to strategize and execute
20% CROSS-FUNCTIONAL PARTNERSHIP
- Partner with DC Talent Acquisition leader to provide insight and guidance on local market to support the development of hiring strategies
- Partner with corporate Learning and Development to assess business needs for learning, development, and onboarding programs; build and execute strategy in partnership with L&D
- Partner with corporate Compensation and Benefits ensure programs remain competitive; administer compensation changes and programs (merit, market evaluation and adjustments, etc.)
- Oversee and approve all performance management or policy concerns with Legal and within company guidelines: partner with other DC HR leaders to align on policies where applicable and make updates/develop new policies as needed
WE’D LOVE TO HEAR FROM YOU IF: Must have:
- 5+ years as an HR business partner, 3+ years managing teams, and 3+ years in a distribution center with a large non-exempt workforce
- Strategic HRBP experience with track record of using analytics and critical thinking to diagnose and propose solutions
- Strong ability to manage multiple clients, priorities, deadlines, and initiatives. Must be able to develop effective relationships with internal client groups
- High level of attention to detail, follow-through, and accuracy
- Strong working knowledge in multiple human resource disciplines, including talent and performance management, workforce planning, organizational design/development
- Solid employee relations experience, specific to distribution or retail space with large non-exempt populations
- Proficiency with Microsoft Office applications and HR Systems; ability to prepare written reports, analysis and presentations to senior leadership Preferred skills and experience:
- Bachelor’s degree in human resources or a related field
- Experience managing and supporting a large, hourly seasonal workforce
- Bilingual in Spanish a plus
- Knowledge of Workers' Compensation
- Understanding of labor union laws, regulations, and practices - SPHR and/or SHRM-SCP certification
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.
NOTE: This job description is not intended to be all-inclusive. The duties described may be changed or reassigned at the discretion of management, and the employee may be required to perform duties that are not listed in the
job description.
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.
