Carter's
Director, Human Resources
Carter's, Braselton, Georgia, United States, 30517
Director, Human Resources
Serving the needs of all families with young children, Carter’s Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carter’s, OshKosh B’gosh, Skip*Hop and Little Planet brands. Meaningful work, constant learning, genuine people, and a community guided by core values that promote inclusion and innovation is in everything we do. There are many reasons to build your career at Carter's.
How you’ll make an impact:The HR Director will serve as a strategic business partner to Distribution Center (DC) leaders at our 1.1 million square foot multi-channel facility in Braselton, GA. This role requires a proactive leader with a deep understanding of HR best practices to support and enhance our dynamic distribution center environment. The HR Director will lead, mentor, and develop a dedicated HR team to include 2 exempt direct reports and 2 exempt dual reports, ensuring alignment with our mission and values.
Assigned client groups include:
Braselton DC: ~900 employees (non-peak) and ~1,500 employees (peak) across 4 shifts
Outbound Transportation and Customs and Trade Compliance: ~11 employees across 2 locations
This onsite role is based at our Braselton DC, with occasional travel to our Buckhead office and Stockbridge DC.
50% HR STRATEGY
Talent and Organizational Strategy: Develop and implement strategic HR plans to address talent needs, align organizational structures, and manage reorganization efforts; partner with leaders to set goals, address skill gaps, drive talent development and succession planning, and provide leadership coaching and counsel
Employee Engagement: Collaborate with DC Talent Experience and Positive Employee Relations leaders to design and execute initiatives, including engagement activities, communication programs, and employee surveys, to foster positive relations and involvement
Process Improvement : Identify opportunities for process and performance improvements across HR functions; partner cross-functionally to strategize and implement enhancements
HR Metrics : Track, analyze, and report on HR metrics; identify trends and recommend strategic actions based on data insights
HR Budget Management : Develop and manage the DC HR budget, ensuring alignment with strategic priorities and business needs
30% GENERALIST HR SUPPORT
Performance Management : Oversee the annual performance cycle, including goal setting, reviews, and succession planning, while also partnering with leaders to develop and implement Performance Improvement Plans (PIPs), as needed.
Employee Relations : Resolve complex issues through investigation, coaching, and conflict resolution, ensure regulatory compliance, and address employee inquiries and concerns promptly.
Recruitment and Onboarding : Collaborate with DC Talent Experience to oversee peak recruitment and onboarding processes, including job fairs and new hire orientation
Communication : In partnership with DC Talent Experience, oversee execution of corporate communication and engagement initiatives at the DC level, ensuring alignment with organizational goals
Change Management : Serve as a change agent and consultant for organizational changes
20% CROSS-FUNCTIONAL PARTNERSHIP
HR Centers of Excellence (COEs) : Collaborate with Talent Acquisition on hiring strategies, partner with Learning and Development to address talent needs and execute programs, and work with Compensation and Benefits to ensure local total rewards programs are competitive
Policy and Compliance : Oversee and approve all performance management or policy concerns with Legal and within company guidelines; partner with other DC HR leaders to align on policies, where applicable, and make updates/develop new policies as needed
We’d Love to hear from you if:Must have:
8+ years as an HR business partner, 3+ years managing teams, and 3+ years in a distribution center with a large non-exempt workforce
In-depth knowledge of GA state and federal employment laws
Expertise in HR disciplines such as talent and performance management, complex employee relations, workforce planning, and organizational design
Strong leadership and collaboration skills with senior leaders
Ability to work effectively with diverse personalities and styles
Excellent consulting and critical thinking skills, with a track record of developing and implementing strategies, policies, and solutions
Proven strategic thinking, data analysis, and problem-solving abilities
Demonstrated ability to inspire, influence, and communicate effectively at all organizational levels
Proficiency in Microsoft Office and HR systems, with experience preparing reports and presentations for senior leadership
Strong written, verbal, and interpersonal communication skills, with the ability to build relationships and challenge current thinking constructively
Preferred skills and experience:
Bachelor’s degree in human resources or a related field
Experience managing and supporting a large, hourly seasonal workforce
Experience in succession planning and learning and development within a DC environment
Bilingual in Spanish a plus
Knowledge of Workers' Compensation
Understanding of labor union laws, regulations, and practices
SPHR and/or SHRM-SCP certification
Our Team Members:
Lead Courageously: Have a strong sense of personal values that align with our
Collaborates Broadly: Build cooperation, trust, and thrive in a consensus driven environment
Customer Focus: Proactively seek opportunities to leverage data and fact-based insights to serve customers and/or internal clients
Drive Growth: Set aggressive goals and implement plans precisely
Cultivates Innovation:
Respectfully challenge the "we’ve always done it this way" mentality and explore new ways to achieve desired outcomes
Make a career at Carter’s:Career Development: Success starts from within, and we have several paths from which you can choose to enhance your career evolution. From Carter’s University to Toastmasters to mentorship programs and more, we encourage you to utilize these tools to elevate your professional prowess.
NOTE: This job description is not intended to be all-inclusive. The duties described may be changed or reassigned at the discretion of management, and the employee may be required to perform duties that are not listed in the job description.
Carters is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, veteran status, or any other status protected by federal, state, or local law.
#J-18808-Ljbffr
Serving the needs of all families with young children, Carter’s Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carter’s, OshKosh B’gosh, Skip*Hop and Little Planet brands. Meaningful work, constant learning, genuine people, and a community guided by core values that promote inclusion and innovation is in everything we do. There are many reasons to build your career at Carter's.
How you’ll make an impact:The HR Director will serve as a strategic business partner to Distribution Center (DC) leaders at our 1.1 million square foot multi-channel facility in Braselton, GA. This role requires a proactive leader with a deep understanding of HR best practices to support and enhance our dynamic distribution center environment. The HR Director will lead, mentor, and develop a dedicated HR team to include 2 exempt direct reports and 2 exempt dual reports, ensuring alignment with our mission and values.
Assigned client groups include:
Braselton DC: ~900 employees (non-peak) and ~1,500 employees (peak) across 4 shifts
Outbound Transportation and Customs and Trade Compliance: ~11 employees across 2 locations
This onsite role is based at our Braselton DC, with occasional travel to our Buckhead office and Stockbridge DC.
50% HR STRATEGY
Talent and Organizational Strategy: Develop and implement strategic HR plans to address talent needs, align organizational structures, and manage reorganization efforts; partner with leaders to set goals, address skill gaps, drive talent development and succession planning, and provide leadership coaching and counsel
Employee Engagement: Collaborate with DC Talent Experience and Positive Employee Relations leaders to design and execute initiatives, including engagement activities, communication programs, and employee surveys, to foster positive relations and involvement
Process Improvement : Identify opportunities for process and performance improvements across HR functions; partner cross-functionally to strategize and implement enhancements
HR Metrics : Track, analyze, and report on HR metrics; identify trends and recommend strategic actions based on data insights
HR Budget Management : Develop and manage the DC HR budget, ensuring alignment with strategic priorities and business needs
30% GENERALIST HR SUPPORT
Performance Management : Oversee the annual performance cycle, including goal setting, reviews, and succession planning, while also partnering with leaders to develop and implement Performance Improvement Plans (PIPs), as needed.
Employee Relations : Resolve complex issues through investigation, coaching, and conflict resolution, ensure regulatory compliance, and address employee inquiries and concerns promptly.
Recruitment and Onboarding : Collaborate with DC Talent Experience to oversee peak recruitment and onboarding processes, including job fairs and new hire orientation
Communication : In partnership with DC Talent Experience, oversee execution of corporate communication and engagement initiatives at the DC level, ensuring alignment with organizational goals
Change Management : Serve as a change agent and consultant for organizational changes
20% CROSS-FUNCTIONAL PARTNERSHIP
HR Centers of Excellence (COEs) : Collaborate with Talent Acquisition on hiring strategies, partner with Learning and Development to address talent needs and execute programs, and work with Compensation and Benefits to ensure local total rewards programs are competitive
Policy and Compliance : Oversee and approve all performance management or policy concerns with Legal and within company guidelines; partner with other DC HR leaders to align on policies, where applicable, and make updates/develop new policies as needed
We’d Love to hear from you if:Must have:
8+ years as an HR business partner, 3+ years managing teams, and 3+ years in a distribution center with a large non-exempt workforce
In-depth knowledge of GA state and federal employment laws
Expertise in HR disciplines such as talent and performance management, complex employee relations, workforce planning, and organizational design
Strong leadership and collaboration skills with senior leaders
Ability to work effectively with diverse personalities and styles
Excellent consulting and critical thinking skills, with a track record of developing and implementing strategies, policies, and solutions
Proven strategic thinking, data analysis, and problem-solving abilities
Demonstrated ability to inspire, influence, and communicate effectively at all organizational levels
Proficiency in Microsoft Office and HR systems, with experience preparing reports and presentations for senior leadership
Strong written, verbal, and interpersonal communication skills, with the ability to build relationships and challenge current thinking constructively
Preferred skills and experience:
Bachelor’s degree in human resources or a related field
Experience managing and supporting a large, hourly seasonal workforce
Experience in succession planning and learning and development within a DC environment
Bilingual in Spanish a plus
Knowledge of Workers' Compensation
Understanding of labor union laws, regulations, and practices
SPHR and/or SHRM-SCP certification
Our Team Members:
Lead Courageously: Have a strong sense of personal values that align with our
Collaborates Broadly: Build cooperation, trust, and thrive in a consensus driven environment
Customer Focus: Proactively seek opportunities to leverage data and fact-based insights to serve customers and/or internal clients
Drive Growth: Set aggressive goals and implement plans precisely
Cultivates Innovation:
Respectfully challenge the "we’ve always done it this way" mentality and explore new ways to achieve desired outcomes
Make a career at Carter’s:Career Development: Success starts from within, and we have several paths from which you can choose to enhance your career evolution. From Carter’s University to Toastmasters to mentorship programs and more, we encourage you to utilize these tools to elevate your professional prowess.
NOTE: This job description is not intended to be all-inclusive. The duties described may be changed or reassigned at the discretion of management, and the employee may be required to perform duties that are not listed in the job description.
Carters is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, veteran status, or any other status protected by federal, state, or local law.
#J-18808-Ljbffr