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Human Resources Business Partner- US Retail

Function: Human Resources
Location: , Atlanta, GA US
Date posted: 9/18/2017 1:01:29 PM
Type: Full-time
Permanent / Contract: Regular
Job number: 1026635
Description
Position Summary:
The role of the Staples HR Business Partner (HRBP) is to align human resource priorities with the US Retail Stores strategy by driving comprehensive and fully integrated, sustainable human resources programs. The HRBP will help guide a high performing culture that supports Staples mission, vision and core values. The HRBP is most directly linked to HR’s effectiveness to support critical behaviors that drive strategic effectiveness while maintaining accountability for outcomes. As Consultant’s to the business, the HRBP works closely with business unit leaders
to incorporate business priorities into the central HR agenda. 

The focus of this role is on higher-level strategy setting and execution activities rather than transactional activities. The HRBP leverages business and human capital data to generate HR insights with business relevance and identifies best practice solutions, with tools and resources, to the most common, highest-impact talent management challenges. The HRBP’s communications are focused on delivering clear, relevant information that articulates HR’s diagnosis of a problem and the appropriate next steps. 

This person brokers HR resources and expertise from HR’s centers of excellence toward areas of greatest business need. This Strategic Business Partner crafts and implements Company-wide strategy to address chronic challenges that will significantly advance business unit revenue and profitability and is part of the regional retail leadership team.

Key Responsibilities:

- Organizational Development & Design / Effectiveness –serves as a consultant to the business to identify and analyze trends. Use insights about the likely future changes in people and organizational behavior to assist in the development of the business unit’s future direction and strategy. Provide critical leadership coaching to influence the business unit leaders to accelerate and advance in the following areas

Succession Planning:
- Provide insights into talent acquisition, associate development, performance management, leadership development to build a talent pipeline to enable long and short term strategic priorities

Workforce Planning:
- Partner with the leadership team and managers to identify where HR can drive business success, including identifying talent gaps and development needs of the region, its managers, and key positions
- Understand current staffing needs and priorities, as well as future anticipated gaps partnering with appropriate organizations to bring in high caliber talent

Performance Management:
- Consult with the business to ensure organizational talent is prepared to deliver exceptional performance
- Foster a results oriented culture through effective coaching and implementation of performance management process
and tools
- Coaching and Developing Leaders – contribute to the business strategy by helping
- Serve as an ongoing coaching resource for leaders to support their individual needs including ways:
- To effectively manage their associates
- Improve the performance and effectiveness of their teams and manage conflict by helping to identify root cause and then
develop solutions
- Partner with the L&D organization to deliver high quality training to enhance associate knowledge and leadership
capabilities
- Provide thought leadership and project support for various talent management and L&D initiatives and ad hoc projects as
needed

Associate Engagement and Development:
- Proactively advise leaders on emerging workplace trends and adjust associate engagement strategies to balance the business and associate needs
- Partner with the appropriate COE to bring resolution to complex associate relations issues, conducting thorough and effective investigations as necessary
- Understand associate perspectives to promote satisfaction and ensure strategies are in place to maintain a union free environment

High Performance Culture Activist:
- Accelerate alignment of culture and strategy to support the company vision, mission, and values
- Lead powerful change management integration: Identify, advocate and integrate Human Resource talent solutions. Act
as stewards of simplification to refine processes and eliminate non-value added activity
- Support leaders in identifying and resolving opportunities to increase efficiency and effectiveness
- Create and maintain relationship with the Centers of Excellence to ensure seamless HR support to achieve business objectives
- Manage and communicate organization changes and drive effective communications across the region
- Proactively implement HR products, new programs across the business and apply and interpret new procedures and policies for the business
- Ensure continued self-development of HR competencies and business acumen to effectively lead and influence to achieve company objective

Qualifications

Minimum Qualifications:

- A minimum 5 to 10 years of experience in a strategic Human Resources function, which includes supporting multiple levels of management in a fast-paced work environment


Preferred Qualifications:

- Bachelor’s degree in HR Management, Organizational Psychology, Business or related discipline; Master’s Degree

preferred

- SPHR certification preferred


Critical Skills:

- Strong breadth and depth of HR experience with emphasis in change management and organizational effectiveness

- High-energy and confident team player who can easily collaborate cross functionally with the executive management team and HR COEs

- Strong bias for action and a keen sense of urgency with limited guidance and superior results



Staples is an Equal Opportunity Employer.  All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, disability, or any other basis protected by federal, state, or local law.


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