Old Navy
VP, HR Commerce and Experience
Old Navy, San Francisco, California, United States, 94199
About Old Navy
Forget what you know about old-school industry rules. When you work at Old Navy, you're choosing a different path. From day one, we've been on a mission to democratize fashion and make shopping fun again. Our teams make style accessible to everyone, creating high-quality, must-have fashion essentials for the whole family, with love, season after season.
We opened our first store in 1994 in San Francisco and have been on a roll ever since. We cultivate a community of playful personalities that thrive in a fast-paced environment where our employees can be their most authentic selves. Here, we're family.
About the Role
The Vice President, HR Old Navy Commerce and Experience is a strategic leader that is dedicated to fostering a thriving culture that aligns to our vision, mission, purpose, values, and leadership behaviors to create an exceptional employee experience.
This role serves as the HR Business Partner to the Head of Commerce and Experience, responsible for delivering effective and integrated talent strategy solutions. This role ensures the development and implementation of HR strategies across multiple geographies and employee populations, including associates in Old Navy's Headquarters, Stores & Field organization.
As an accomplished HR strategist, the ideal candidate has a proven track record of driving business performance through partnering across the organization to identify, align, implement and sustain people programs that attract, engage, develop, and retain top talent.
What You'll Do
Strategic HR Leadership: Develop and drive the implementation of the talent strategy for the Commerce and Experience (C&E) organization, aligned to Gap, Inc. and Old Navy's strategic HR roadmap. Lead the development and execution of Old Navy's Retail HR strategy. Serve on the C&E senior leadership team as a strategic business partner and advisor, representing and championing needs for success in HQ and Retail. Integrate a data-driven, people-centered approach to influence the development of business plans and transformation initiatives. Lead and oversee HR program administration, including talent management, organizational development, employee relations, change management, and employee experience.
Talent Management: Drive talent practices that align our values, purpose, mission and vision to create and foster a thriving workplace culture. Manage our employee value proposition throughout the employee lifecycle for employees in multiple functions, focusing on delivering programs that meet the needs of our retail store employees. Proactively partner with the business, Talent Acquisition and Learning & Development teams to develop strategies to strengthen or fill gaps, ensuring a ready-now talent pipeline. Assess and drive key talent development, engagement, retention, performance management, and succession planning processes that support the needs of the business in partnership with Talent Management, enabling a leveraged HR operating model.
Organizational Development: Provide thought leadership and consultation/support on people and organizational issues collectively, directly, and through matrix management throughout the organization. Actively participate with and influence Leadership Teams, advising on people and organization impact of business plans and decisions. Ensure that change and transformation plans are established and effectively executed.
Employee Engagement: Create an exceptional workplace experience in stores that drives employee connection to our brand, mission, vision, purpose, and values in service to our customers. Identify and implement strategies to understand and improve employee engagement year over year, as measured through the continuous listening process. Ensure all talent practices are focused on creating an inclusive work environment and collaborate with Equality & Belonging (E&B) partners to deliver on E&B commitments.
Leadership and Team Development: Lead a team of talented HR professionals to support effective execution of employee processes, priorities and initiatives. Create a culture of engagement and continual learning, supporting professional development and career growth for team members. Champion and personally demonstrate the company's Values Based Leadership Behaviors.
Who You Are Minimum of 15 years of progressive HR experience, with at least 5 years in a senior leadership role. Deep understanding of retail operations, retail employee engagement, and retail employee talent management with proven success collaborating across multiple functions. Proven experience in strategic HR leadership, talent management, and organizational development. Strong business acumen and ability to align HR strategies with business goals. Excellent interpersonal, communication, and leadership skills. Ability to thrive in a fast-paced, matrixed environment. Ability to travel up to 30% of time.
Benefits at Old Navy Merchandise discount for our brands: 50% off regular-priced merchandise at Old Navy, Gap, Banana Republic and Athleta, and 30% off at Outlet for all employees. One of the most competitive Paid Time Off plans in the industry.* Employees can take up to five "on the clock" hours each month to volunteer at a charity of their choice.* Extensive 401(k) plan with company matching for contributions up to four percent of an employee's base pay.* Employee stock purchase plan.* Medical, dental, vision and life insurance.* See more of the benefits we offer.
*For eligible employees
Gap Inc. is an equal-opportunity employer and is committed to providing a workplace free from harassment and discrimination. We are committed to recruiting, hiring, training and promoting qualified people of all backgrounds, and make all employment decisions without regard to any protected status. We have received numerous awards for our long-held commitment to equality and will continue to foster a diverse and inclusive environment of belonging.
Salary Range: $255,300 - $351,100 USD Employee pay will vary based on factors such as qualifications, experience, skill level, competencies and work location. We will meet minimum wage or minimum of the pay range (whichever is higher) based on city, county and state requirements. #J-18808-Ljbffr
Forget what you know about old-school industry rules. When you work at Old Navy, you're choosing a different path. From day one, we've been on a mission to democratize fashion and make shopping fun again. Our teams make style accessible to everyone, creating high-quality, must-have fashion essentials for the whole family, with love, season after season.
We opened our first store in 1994 in San Francisco and have been on a roll ever since. We cultivate a community of playful personalities that thrive in a fast-paced environment where our employees can be their most authentic selves. Here, we're family.
About the Role
The Vice President, HR Old Navy Commerce and Experience is a strategic leader that is dedicated to fostering a thriving culture that aligns to our vision, mission, purpose, values, and leadership behaviors to create an exceptional employee experience.
This role serves as the HR Business Partner to the Head of Commerce and Experience, responsible for delivering effective and integrated talent strategy solutions. This role ensures the development and implementation of HR strategies across multiple geographies and employee populations, including associates in Old Navy's Headquarters, Stores & Field organization.
As an accomplished HR strategist, the ideal candidate has a proven track record of driving business performance through partnering across the organization to identify, align, implement and sustain people programs that attract, engage, develop, and retain top talent.
What You'll Do
Strategic HR Leadership: Develop and drive the implementation of the talent strategy for the Commerce and Experience (C&E) organization, aligned to Gap, Inc. and Old Navy's strategic HR roadmap. Lead the development and execution of Old Navy's Retail HR strategy. Serve on the C&E senior leadership team as a strategic business partner and advisor, representing and championing needs for success in HQ and Retail. Integrate a data-driven, people-centered approach to influence the development of business plans and transformation initiatives. Lead and oversee HR program administration, including talent management, organizational development, employee relations, change management, and employee experience.
Talent Management: Drive talent practices that align our values, purpose, mission and vision to create and foster a thriving workplace culture. Manage our employee value proposition throughout the employee lifecycle for employees in multiple functions, focusing on delivering programs that meet the needs of our retail store employees. Proactively partner with the business, Talent Acquisition and Learning & Development teams to develop strategies to strengthen or fill gaps, ensuring a ready-now talent pipeline. Assess and drive key talent development, engagement, retention, performance management, and succession planning processes that support the needs of the business in partnership with Talent Management, enabling a leveraged HR operating model.
Organizational Development: Provide thought leadership and consultation/support on people and organizational issues collectively, directly, and through matrix management throughout the organization. Actively participate with and influence Leadership Teams, advising on people and organization impact of business plans and decisions. Ensure that change and transformation plans are established and effectively executed.
Employee Engagement: Create an exceptional workplace experience in stores that drives employee connection to our brand, mission, vision, purpose, and values in service to our customers. Identify and implement strategies to understand and improve employee engagement year over year, as measured through the continuous listening process. Ensure all talent practices are focused on creating an inclusive work environment and collaborate with Equality & Belonging (E&B) partners to deliver on E&B commitments.
Leadership and Team Development: Lead a team of talented HR professionals to support effective execution of employee processes, priorities and initiatives. Create a culture of engagement and continual learning, supporting professional development and career growth for team members. Champion and personally demonstrate the company's Values Based Leadership Behaviors.
Who You Are Minimum of 15 years of progressive HR experience, with at least 5 years in a senior leadership role. Deep understanding of retail operations, retail employee engagement, and retail employee talent management with proven success collaborating across multiple functions. Proven experience in strategic HR leadership, talent management, and organizational development. Strong business acumen and ability to align HR strategies with business goals. Excellent interpersonal, communication, and leadership skills. Ability to thrive in a fast-paced, matrixed environment. Ability to travel up to 30% of time.
Benefits at Old Navy Merchandise discount for our brands: 50% off regular-priced merchandise at Old Navy, Gap, Banana Republic and Athleta, and 30% off at Outlet for all employees. One of the most competitive Paid Time Off plans in the industry.* Employees can take up to five "on the clock" hours each month to volunteer at a charity of their choice.* Extensive 401(k) plan with company matching for contributions up to four percent of an employee's base pay.* Employee stock purchase plan.* Medical, dental, vision and life insurance.* See more of the benefits we offer.
*For eligible employees
Gap Inc. is an equal-opportunity employer and is committed to providing a workplace free from harassment and discrimination. We are committed to recruiting, hiring, training and promoting qualified people of all backgrounds, and make all employment decisions without regard to any protected status. We have received numerous awards for our long-held commitment to equality and will continue to foster a diverse and inclusive environment of belonging.
Salary Range: $255,300 - $351,100 USD Employee pay will vary based on factors such as qualifications, experience, skill level, competencies and work location. We will meet minimum wage or minimum of the pay range (whichever is higher) based on city, county and state requirements. #J-18808-Ljbffr