Job Title
HR Generalist

City
Greater Buffalo

State
NY

Job Type
Full-Time Regular

This is a newly created, Buffalo-area, multi-unit HR Generalist role for our well-established, off-price client, a fast-growing leader in their retail business segment. They've had significant sales and EBITA increases over the past five years, a 328% bonus payout in 2020, and an anticipated bonus of 300% for 2021.

Job Title:

HR LEADER

Department: Human Resources

Location: Field

PURPOSE: To provide HR support for field staff and store management by continuing to improve, develop, and implement established Human Resources practices that align with company philosophy.

WORKING RELATIONSHIPS: Reports to the HR Director, with a strong working relationship with the Head of Stores for Gabriel Brothers/Rugged Wearhouse. Partnerships with Asset Protection, as well as the HR team in Total Rewards, Learning & Development, and Employee Relations.

POSITION RESPONSIBILITIES

« Provides answers and guidance to HR related questions to field staff and store personnel and directs them to the proper resource in HR (i.e., Total Rewards, Learning & Development, or Employee Relations)

« Implements company HR strategies, promotes team building, improve efficiency, provide leadership, and maintain a positive company image – must be a voice for issues that need to be address in the stores

« Aids in the development of plans, programs, and systems that promote effective recruitment, development, and retention of a highly effective and committed workforce

« Assists in the identification of training needs, HR related investigations, manage matters of conflict and discipline, and manage the HR audits for compliance

« Aids in succession planning and reviewing process

« Promotes companywide career paths and in partnership with management implements and follows up with succession planning initiatives of potential internal candidates

« Assists and follows up on the promotion and transfer processes, and movement for all salaried personnel in partnership with management

« Assists in the execution and follow up of performance appraisal process and coordinating the results with Total Rewards and the Executive Staff

« Implements corrective actions that have been investigated under the direction of and provided by Employee Relations

« Conducts exit interviews

« Ensures accurate record keeping of personnel files

COMPETENCIES

GROWTH

ACTION ORIENTED: Enjoy working hard and enthusiastically take on new challenges; focus on solutions—not problems.

FUNCTIONAL/TECHNICAL SKILLS: Accomplish a job with complete technical and functional knowledge and skills.

BUSINESS ACUMEN: Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace.

OPERATIONAL EXCELLENCE

DECISION QUALITY: Make correct decisions based on analysis, experience and judgment.

DRIVE FOR RESULTS: Push themselves and others consistently to meet or exceed goals.

MANAGING AND MEASURING: Assign responsibility and set clear, measurable objectives.

MANAGERIAL COURAGE: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.

PEOPLE

HIRING AND STAFFING: A good judge of talent who can articulate and assess a person’s potential or limitations.

ETHICS AND VALUES: Adhere to appropriate core values and beliefs during good and bad times; act in line with those values.

PEER RELATIONS: Find common ground and solve problems in a balanced manner that gains the trust and support of peers.

APPROACHABILITY: Build rapport and put others at ease; easy to talk to; listen.

SIZING UP PEOPLE: Is a good judge of talent; after reasonable exposure, can articulate the strengths and limitations of people inside and outside the organization; can accurately project what people are likely to do across a variety of situations.

BUILDING EFFECTIVE TEAMS: Blends people into teams when needed: creates strong morale and spirit in his/her team: shares wins and successes: fosters open dialogue; lets people finish and be responsible for their work: defines success in terms of the whole team: creates a feeling of belonging in the team.

INTERPERSONAL SAVVY: Relates well to all kinds of people-up, down and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.

BRAND

CUSTOMER FOCUS: Establish a relationship with customers to glean first-hand information that will enhance their experience and our products and services

PERFORMANCE MEASURES

« Enhanced overall performance of stores – employee relations, customer relations, training, decreased turnover

QUALIFICATIONS

« 3 + years of experience of talent management initiatives

« A BA/BS degree in a relevant field, or an equivalent combination of education and experience

« PHR certification preferred

« Familiarity with web-based applicant tracking systems

« Computer literate, strong skills in Microsoft Word, Excel, and PowerPoint

« Familiarity with human resource practices in multiple location environments

« Ability to travel multiple days 75% of the time

« Excellent communications skills both written and oral

« Quality leadership skills in a fast paced, multi-unit environment

« Strong presentation skills

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