Main characteristics
- Location
- Newnan, Georgia
- Company
- PetSmart
Job summary
About the Team:Our Human Resources team defies all conventional expectations and is a business-connected solutions provider. The work we do directly aligns with the companys core areas of focus, and we ensure that associates and leaders are ready to support those strategic objectives. Our HR team is comprised of different departments, including Talent Acquisition, HR business partners, Learning & Development, Compensation & Benefits, and Shared Services. We enable meaningful careers for all and build our Associate Workplace Experience!
About the Location:
Onsite Position:
This position is considered to be Fully Onsite, work is to be done onsite at a PetSmart location (Phoenix Home Office, PetSmart stores, Merchandise Development Center, Distribution Centers or another PetSmart site).
About the Job:
The Sr. HR Business Partner is a strategic support partner to the AGM and operations leadership team within an assigned Distribution Center (DC) and provides leadership, guidance, and counsel on matters related to talent, organizational change, human capital, associate engagement, development, associate relations, and culture. Partners appropriately within the Distribution Center network and across the enterprise to leverage solutions and maintain consistency across the DC network.
ESSENTIAL DUTIES AND RESPONSIBILITIES include but are not limited to:
Partners with the Manager, HR to deliver the HR strategy for the DC.
Provides strategic HR consulting to the AGM and operations leadership team in the assigned DC.
Functions as a credible coach through relationship management to the operations leadership team, as well as a strong associate advocate through regular coaching, guidance, and feedback.
Operates in a highly collaborative and cross-functional environment and build relationships by being present on the floor of the DC, interacting with associates and leaders.
Supports all functions of HR for assigned DC and as needed in the DC network, including talent and performance management, succession planning, associate engagement, positive work environment, organizational development, change management, associate relations, and effective adoption of Supply Chain and company initiatives and strategies.
Utilizes business acumen and thorough understanding of the DC operations to provide the right solutions in partnership with HR Centers of Excellence
Supports Every Day Performance Management initiatives, including coaching good and poor performance. Advises leaders on the coaching to correct process, including disciplinary action and termination. Ensure appropriate HR and legal partners are consulted and final resolutions are aligned with company policies and risk mitigation.
Supports and guides the operations leadership team through quarterly, hourly, bonus program calibrations and audits. Guides leaders to implement individual development plans for associates.
Accountability for talent acquisition and talent management for leadership and associate levels, with a primary focus on hourly level positions. Works closely with the Manager, HR in strategic work force planning and succession planning.
Uses relevant business data to assess organizational health, draw insights, and story tell to support the HR strategy and measure progress. Regularly reviews HR dashboards, engagement, voice of the associate, and other sources to identify trends, and recommends creative solutions to close gaps and strengthen our culture.
Owns and leads assigned projects in partnership with relevant stakeholders assessing project impact to all areas of HR, DC strategy and operations, and the distribution environment.
Conducts investigations into violations of our Code of Ethics, company policies, and the law. Ensures appropriate HR and legal partners are consulted and final resolutions are aligned with company policies and risk mitigation.
Collaborates with the Manager, HR to identify training and leadership development needs and implement solutions. Facilitates training sessions on topics such as diversity and inclusion, positive associate relations, and leadership development.
Represents the HR team by attending weekly performance review meetings.
Implement PARs strategy to mitigate risk of third-party intervention and strengthen our culture through both preventative and response actions including ongoing education for front-line leaders and regular review of risk factors to predict and address problem areas, identify root cause, and provide solutions to address.
EDUCATION and/or EXPERIENCE
Bachelor's degree in Business or related field from a four-year college or university preferred.
Minimum of 5 years of experience in Human Resources or related experience for a retail function preferred.
An equivalent combination of education and experience may substitute for the minimum qualifications.
TECHNICAL SKILLS
Demonstrated experience in first level or middle management and autonomous decision-making.
Demonstrated success in maintaining an environment of trust with clients where integrity is unquestioned and effectively utilizing negotiation and conflict resolution skills when needed.
Excellent leadership, interpersonal, influencing, facilitation and communication skills with the ability to work across functional lines and at many levels. Excellent change management skills and ability to influence change adoption by leaders and stakeholders.
Demonstrated experience in talent management, leadership development, performance management, and organizational development.
Ability to prioritize multiple, conflicting priorities with an initiative-taking approach and localized focus and outstanding organizational skills, including attention to detail.
Strong business and financial acumen, analytical and strategic thinking, and delivery with proven, measurable results.
Ability to analyze HR metrics to drive key business strategies and objectives.
Learning agility to maintain knowledge of industry and people trends and employment legislation and recommend business and people solutions.
Proficiency in using Microsoft software: Excel, Word, PowerPoint.
CERTIFICATES, LICENSES, REGISTRATIONS
SPHR/PHR certificate a plus
PHYSICAL DEMANDS and WORK ENVIRONMENT
The physical demands and work environment are characteristic of those found in a typical business office environment. Reasonable accommodations may be made for individuals with disabilities to perform essential functions.
About the Culture:
At PetSmart, we work hard to create a culture where and we celebrate the unique stories, backgrounds, and experiences our associates share. These experiences not only bring new perspectives in shaping our Belonging culture but theyre core to PetSmarts success.
Not sure if you meet 100% of the position requirements and whether you should apply? Wed still like to hear from you and encourage you to apply with us! You just may be the ideal candidate for this role, and if not this one, perhaps another position.
Our home office offers outstanding amenities in a fun and rewarding workplace including:
Pet friendly environment, bring your pets to work!
On-site Dog Park
Top Dog gym with equipment, fitness classes, massage therapists and personal trainers
Sit & Stay Café serving fresh breakfast and lunch options
On-site coffee bar
Lil Paws learning center and onsite daycare facility (associate paid)
Volunteer events with PetSmart Charities
Learn more about #LifeAtPetSmart here:
Check out Associate stories and share in some celebrations at PetSmart:
Explore PetSmart Benefits here:
If you don't already live in the Phoenix area here's a guide to the area:
PetSmart provides an equal opportunity for all associates and job applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status or other legally protected characteristics.
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