Key Responsibilities

• Partners with leaders in the planning process to ensure strategic plans drive business results, optimize customer service and align with company values. Contributes to the development of people strategies that support business strategies and objectives and help to drive business and organizational performance. Support and influence key operational and strategic decisions.
• Understands the general business conditions that affect their industries, functions and geographical regions while staying current on the research and trends within HR to present an informed point of view.
• Identifies development solutions and provides consulting to leaders on how to effectively accelerate the development of associates (i.e. exposure events, project assignments, coaching, etc.).
• Promotes high-performance through coaching, constructive and honest regular feedback, and the annual performance evaluation process.
• Provides guidance, coaching, and consultation regarding leading people and organizational management practices to develop site people leaders.
• As a member of the leadership team, encourages associates and people leaders to embrace new philosophies, technologies, and company initiatives.
• Partners with site leadership to engage and coach associates on the floor to promote a customer service culture.
• Provides input to HR COEs regarding specific functional strategies, programs, and practices to ensure that they meet business needs. Serves as an advocate for business leaders and managers.
• Leverages human capital expertise to advise and hold sites accountable for sustaining engagement action plans (e.g., by suggesting tactics, acting as a sounding board, and reviewing and approving actions plans within assigned area).
• Uses organizational diagnostics (e.g., surveys, workforce analysis, HR compliance reporting, etc.) to proactively identify and react to key talent/employee engagement challenges and opportunities in the business. Partners with leaders and HR Centers of Expertise (COEs) to craft, select, implement, and/or support solutions (e.g., team or individual assessments, manager assimilations, team building events, coaching, customized training, or other appropriate actions).
• Promotes adoption and effective use of company programs such as reward, recognition, talent, and communication programs; as needed, leverages HR COEs for support and deep subject matter expertise.

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