SSC HUMAN RESOURCES MANAGER- Store Operations

Position Purpose:

The HR Manager (HRM) is an SSC-based, field-adjacent HR business partner supporting field-facing client groups through strategic and operational HR consultation. The role partners with leaders to drive workforce effectiveness, organizational health, talent outcomes, and associate engagement while enabling business growth and operational excellence.

As a trusted advisor, the HRM leverages coaching, workforce insights, and enterprise HR programs to influence talent, performance, succession, staffing, compensation, and associate relations strategies, delivering scalable solutions that enhance business performance and the associate experience.

This role will support 3 verticals under the Store Operations organization.

Customer and Associate Experience/Fulfillment Operations:

• Improve checkout and post-sale experiences through front-end innovation and simplification.
• Design and maintain labor models that align staffing to business demand.
• Manage labor systems, scheduling tools, and labor execution processes.
• Forecast labor demand and provide workforce analytics to support operational decisions.
• Identify opportunities to maximize labor productivity and reduce attrition.
• Design and improve scalable retail processes using lean productivity principles.
• Advance fulfillment strategies through innovation, technology, and new capabilities.
• Drive on-time, accurate, damage-free order fulfillment.
• Improve receiving and freight operations while reducing costs and supporting On-Shelf Availability.
• Enhance product availability while enabling a culture of selling.

In-Store Consultative Selling and Shared Services:

• Lead in-store Pro business strategy, including store design, processes, systems, and associate capability development.
• Improve the Pro customer experience by reducing friction and increasing speed and ease.
• Sustain and improve Specialty department strategies, processes, systems, and communications.
• Strengthen consultative selling behaviors and customer-focused service models.

Store Operations Strategy:

• Develop and execute store operations strategies aligned to business goals.
• Optimize labor models and reinvest efficiencies into customer and associate experience.
• Drive Pro and Specialty selling capabilities.
• Advance On Shelf Availability (OSA) initiatives and shift tasking away from peak selling periods.
• Maintain focus on operational excellence and store productivity.
• Lead governance and programs such as Clean Air that support store operations

Key Responsibilities:

• Identifies breaches of culture/values that impact workplace. Investigates associate relations issues and partners with managers for resolution. Analyzes turnover to identify trends and develop retention strategies. Ensures adherence to company policy, procedure and employment law.
• Partners with management to recruit for exempt and non exempt positions. Sources candidates, screens resumes, arranges interview team schedules, ensures compliance to all company policy and procedure (e.g.pre employment screening, offer letters, FCRA notification, etc.). Plans and participates in job fairs and attends college career fairs to support new hires.
• Provides counsel and leadership coaching (360s) and partners with managers in the performance management process and the execution of associate development plans. . Ensure managers are developing associate development plans and are consistently following up on those game plans.
• Follows-up on all associate training to ensure participation. Conducts new associate orientation, certified as a EC2 master trainer and conducts training. May conduct management development training in HR related areas (interviewing, coaching, etc)
• Partners with management to identify back-up and emerging talent and the creation of development plans; follows up on development plans for identified candidates; analyzes diversity and takes action to increase the diversity of the candidate pool. Works effectively with THD HR teams to leverage support and expertise. Contributes to the development of HR Review
• Represents HR in corporate wide initiatives. May conduct training classes on HR issues and associate orientations. Drives and executes company HR initiatives.
• Drives compensation and performance management for client group including creation of new role descriptions and updates.

Direct Manager/Direct Reports:

• Typically reports to Director or VP Human Resources
• Responsible for helping others and providing on-the-job training or guidance

Travel Requirements:

• Typically requires overnight travel less than 10% of the time.

Physical Requirements:

• Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

Working Conditions:

• Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.

Minimum Qualifications:

• Must be eighteen years of age or older.
• Must be legally permitted to work in the United States.
• Human Resources generalist or related experience (3-5 years)
• Management experience (2+ years)

Preferred Qualifications:

• 5 years Human Resources experience is strongly preferred.

Minimum Education:

• The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Preferred Education:

• No additional education

Minimum Years of Work Experience:

• 3

Preferred Years of Work Experience:

• No additional years of experience

Minimum Leadership Experience:

• None

Preferred Leadership Experience:

• None

Certifications:

• None

Competencies:

• Technical knowledge of HR specialties including employment law, employee relations, management and organizational development, staffing, training and compensation

• Strong coaching, counseling, negotiating and conflict management skills.

• Must have excellent verbal and written communication skills.

• Sound knowledge of federal, state and local employment law.

• Excellent problem solving skills.

• PAY RANGE

• PAY RANGE

Starting pay may vary based on factors including, but not limited to, position offered and location.

$0.00 - $0.00

• Work Location

• Work Location

Onsite - These roles offer the opportunity to be part of a team at a specific physical location. Associates in these locations work in person at a local store, warehouse, or office, supporting daily operations and building strong relationships with their teams.

×

Work Location

Onsite - An associate in an onsite role works in a specific Home Depot location in order to complete their job duties.

Multisite - An associate in a multisite role works from multiple locations (e.g. Home Depot location or a customer's homes) to complete their job duties.

Hybrid - A hybrid role blends in-office and remote/virtual work locations. An associate will work from a designated Home Depot location on some days and remote/virtually on others.

Remote/virtual - An associate in a remote/virtual role does not have to be at a designated Home Depot location to complete their job duties.

Close