The Lead - HR Business Partner

JOB PURPOSE:

The Lead - HR Business Partner is responsible for leading the human resources function within the store, encompassing recruitment, learning and development, compensation and benefits, and manpower planning. He/she coordinates with the brand management team and local HR departments to ensure productivity and efficiency of a high-quality in-store workforce.

RESPONSIBILITIES:

• Ensure the consistent implementation of company policies and procedures, encompassing the employee handbook, standard operating procedures, uniform procedures, working hours, staff facilities.
• Enforce the disciplinary policy based on the disciplinary action matrix, ensuring alignment with local labor laws.
• Oversee on the completion of Performance Development Plans (PDP's) and Performance Improvement Plans (PIP's) by facilitating various learning activities and managing the performance appraisal cycle.
• Execute employee relations programs and assesses their efficacy, including activities such as exit interviews, employee surveys, and monitoring absenteeism and turnover rates.
• Oversee the recruitment process, improve selection tools and methods, conduct interviews, implement comprehensive inductions and onboarding processes.
• Deliver complex analyses of HR data by identifying critical trends and contributing to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.
• Coach managers on conflict resolutions and managing employee issues to enhance productivity and boost employee morale.

• Conduct performance appraisals, identify high potential employees and develop training and succession plans.
• Ensure workplace health, safety and security compliance with local laws, regulations and the company's code of conduct.
• Implement and adhere to the optimal staff structure based on stores needs and productivity targets. Coordinate the distribution of budgeted hours and headcount, validates monthly payroll generation, while ensuring compliance with local laws and regulations.
• Ensure consistent implementation of employees activities, gatherings, and engagement programs.
• Recruit, train, motivate, and evaluate the team to ensure that the department has the necessary skill base, and that staff are optimally motivated and enabled to maximize their potential and contribution to the company.

BEHAVIORAL COMPETENCIES:

• Business Insight: Applies knowledge of business and the marketplace to advance the organization's goals. For example, clearly understands how own activities relate to critical business drivers. Monitors business news and market changes for impact on the business or on own expertise area; uses this to shape decisions.

• Manages Complexity: Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, consistently looks at complex issues from many angles; obtains a rich and deep understanding; swiftly cuts to the core issue; skillfully separates root causes from symptoms.

• Plans and Aligns: Plans and prioritizes work to meet commitments aligned with organizational goals. For example, outlines clear plans that put actions in a logical sequence; conveys some time frames. Aligns own work with relevant workgroups. Takes some steps to reduce bottlenecks and speed up the work.

• Ensures Accountability: Holds self and others accountable to meet commitments. For example, tracks performance and strives to remain effective, learning from both successes and failures. Readily takes on challenges or difficult tasks and has reputation for delivering on commitments.

• Develops Talent: Develops people to meet both their career goals and the organization's goals. For example, shares own experience and expertise with others if asked. Provides constructive feedback and other support for other people's development.

• Organizational Savvy: Maneuvers comfortably through complex policy, process, and people-related organizational dynamics. For example, proactively seeks to understand the organizational culture and adapts fluently to expected behaviors and protocols. Is inquisitive about the workgroup's function and the unwritten rules of the group.

• Demonstrates Self-Awareness: Uses a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses. For example, actively seeks feedback from a variety of sources; asks clarifying questions to understand and improve own impact on others or on team performance. Reflects on and learns from own mistakes.

LANGUAGE & TECHNICAL SKILLS:

Language Proficiency:

• Fluency in English.
• Fluency in Spanish is a plus.

Technical Skills:

Proficiency in Microsoft Office.

Specific Skills:

Train-the-Trainer (TTT) and coaching certifications.

EDUCATION:

Bachelor's degree in Business Administration, or a related field.

EXPERIENCE:

General Experience

Six to eight years of experience in HR, or a similar role.

Managerial Experience.

Three years of experience in a managerial role.