STR MGMT/PEOPLE SERVICES LEADER

Responsible for all HR functions for the store. Act as an HR business partner to the store management team. Act as a liaison/resource to all team members. Demonstrate the company's core values of respect, honesty, integrity, diversity, inclusion and safety.

Minimum

• Bachelor's degree
• Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume.
• Ability to apply concepts of basic algebra and geometry.
• Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals.
• Ability to write routine reports and correspondence.
• Ability to speak effectively before and interact with groups of customers or employees of organization. Ability to memorize lists and product ads.
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.
• Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form

Desired

• 1-2 years of Human Resources experience
• Manage the hiring needs of the store; ensure staffing levels are maintained while maintaining an adequate applicant pool.
• Manage the Virtual Edge system for open positions, requisitions and applicant pool.
• Maintain and update labor profile (to be done on a weekly basis), update new hires, terms, transfers and promotions.
• Develop and maintain relationships within the local community (schools, colleges, organizations, etc.) to drive the applicant flow.
• Maintain the Internal Job Postings process: postings for two weeks, timeliness of taking down, reposting when necessary, communicate openings to the team, accepting applications and assigning positions per guidelines.
• Ensure the Top Grading process is followed for the hiring of all new employees.
• Conducts Top Grading interviews.
• Manage internal application process per company guidelines.
• Handle transfers/promotions within new/ existing stores per established guidelines.
• Onboard all new hires in Virtual Edge
• Coordinate New Hire Orientation.
• Interact daily with all team members on the floor to ensure high morale, service levels, productivity and job satisfaction.
• Drive and maintain the consistency of the Employee Recognition Program.
• Leads the employee committee initiative.
• Schedule regular touch-bases with new employees to ensure high morale, training levels and retention are maintained (15-30-60-90 day).
• Organize and coordinate regular events to improve employee morale.
• Ensure every KP meeting includes the topic of people (i.e., development, staffing, relations, and morale) to ensure consistency and focus is maintained.
• Schedule and organize HR Days once a month to maintain employee engagement.
• Manage and maintain positive relations with the labor union.
• Handle all employee complaints and grievances.
• Complete Exit Interviewing including implementing and managing retention efforts while reducing employee turnover.
• Coordinate new hire training schedules for all hires.
• Ensure all employees are completely certified for their hired position.
• Take ownership of employee certification and recertification process.
• Take ownership of touch base status time with all Bench Managers assigned to respective store.
• Ensure proper training is provided and integrity of the certification is maintained.
• Ensure all employees are given equal opportunity to take additional training for skills and level development.
• Partner with department managers to develop bench strength and leads succession planning efforts.
• Manage performance evaluation process for all new (30 day) and existing employees (every 6 months).
• Maintain employee passports and updates training status records.
• Ensure HR policies and procedures are known and adhered to, including but not limited to; workforce management, time and attendance, criminal background checks, payroll, PeopleSoft management, performance management, exit interviews, employee benefits, labor contract, records retention, personal file maintenance and unemployment claims.
• Handle and respond to Unemployment Claims on a timely basis.
• Report on Employee information as needed from PeopleSoft: certification, turnover, etc.
• Advise and ensure policies and practices are adhered to per the company handbook and the negotiated bargaining agreement.
• Administer coaching and discipline for all employees in a timely and consistent manner.
• Manage Employee Communication: maintain and updates employee boards, newsletters, etc.
• Ensure the organization and maintenance of the training work spaces.
• Must be able to perform the essential job functions of this position with or without reasonable accommodation.
• Manage the hiring needs of the store; ensure staffing levels are maintained while maintaining an adequate applicant pool.
• Manage the Virtual Edge system for open positions, requisitions and applicant pool.
• Maintain and update labor profile (to be done on a weekly basis), update new hires, terms, transfers and promotions.
• Develop and maintain relationships within the local community (schools, colleges, organizations, etc.) to drive the applicant flow.
• Maintain the Internal Job Postings process: postings for two weeks, timeliness of taking down, reposting when necessary, communicate openings to the team, accepting applications and assigning positions per guidelines.
• Ensure the Top Grading process is followed for the hiring of all new employees.
• Conducts Top Grading interviews.
• Manage internal application process per company guidelines.
• Handle transfers/promotions within new/ existing stores per established guidelines.
• Onboard all new hires in Virtual Edge
• Coordinate New Hire Orientation.
• Interact daily with all team members on the floor to ensure high morale, service levels, productivity and job satisfaction.
• Drive and maintain the consistency of the Employee Recognition Program.
• Leads the employee committee initiative.
• Schedule regular touch-bases with new employees to ensure high morale, training levels and retention are maintained (15-30-60-90 day).
• Organize and coordinate regular events to improve employee morale.
• Ensure every KP meeting includes the topic of people (i.e., development, staffing, relations, and morale) to ensure consistency and focus is maintained.
• Schedule and organize HR Days once a month to maintain employee engagement.
• Manage and maintain positive relations with the labor union.
• Handle all employee complaints and grievances.
• Complete Exit Interviewing including implementing and managing retention efforts while reducing employee turnover.
• Coordinate new hire training schedules for all hires.
• Ensure all employees are completely certified for their hired position.
• Take ownership of employee certification and recertification process.
• Take ownership of touch base status time with all Bench Managers assigned to respective store.
• Ensure proper training is provided and integrity of the certification is maintained.
• Ensure all employees are given equal opportunity to take additional training for skills and level development.
• Partner with department managers to develop bench strength and leads succession planning efforts.
• Manage performance evaluation process for all new (30 day) and existing employees (every 6 months).
• Maintain employee passports and updates training status records.
• Ensure HR policies and procedures are known and adhered to, including but not limited to; workforce management, time and attendance, criminal background checks, payroll, PeopleSoft management, performance management, exit interviews, employee benefits, labor contract, records retention, personal file maintenance and unemployment claims.
• Handle and respond to Unemployment Claims on a timely basis.
• Report on Employee information as needed from PeopleSoft: certification, turnover, etc.
• Advise and ensure policies and practices are adhered to per the company handbook and the negotiated bargaining agreement.
• Administer coaching and discipline for all employees in a timely and consistent manner.
• Manage Employee Communication: maintain and updates employee boards, newsletters, etc.
• Ensure the organization and maintenance of the training work spaces.
• Must be able to perform the essential job functions of this position with or without reasonable accommodation.