Human Resources Manager (HR Business Partner-Field EAST)

Overview As the HR Manager at FOOT LOCKER, you will play a crucial role in shaping our organizational culture and ensuring the success of our workforce. This position requires a strong understanding of human resources principles and the ability to adapt to the ever-evolving retail industry. You will work closely with various teams and leaders to implement HR strategies that support our business goals while focusing on teammate development, engagement, and retention. This role is responsible for supporting 10 districts within the Stores operational structure. The role will directly partner with those respective business leaders (District Managers, Store Managers, etc.) on their end-to-end businesses including talent, culture, and capability. This position will be supporting the EAST Region. The candidate must be based out of the NORTH EAST region. Monthly Market travel based on business needs will be required. Responsibilities Performance Management Administer performance evaluation processes, ensuring fair and consistent reviews across the organization, and influence future processes in partnership with Talent COE. Work with managers to establish performance improvement plans and provide guidance on performance-related matters. Serves as the primary HR advisor to regional and district leadership, influencing decisions on talent, structure, and organizational effectiveness Talent Management & Development Implement and influence training and development programs to enhance teammate skills, knowledge, and career growth. Oversee onboarding processes and provide ongoing coaching to foster a culture of continuous learning. Lead succession planning in partnership with district leadership to anticipate future trends, their implications, and apply appropriate talent strategies to address gaps. Leverage real-time coaching, assessment, and observation to develop and position talent for future leadership success. Teammate Relations Serve as a point of contact for teammates, addressing their concerns, resolving conflicts, and promoting a positive work environment. Partner with Labor and Employee Relations to Conduct investigations with a goal of reducing employee-related issues and enhancing teammate culture. Talent Acquisition Ensure recruitment processes and best practices are adopted and effectively prioritized to meet staffing needs across districts. Support district in seeking talent acquisition expertise when experiencing unique staffing challenges and hard to hire situations. Help to attract and select top talent in partnership with the TA strategy and department, including creating job descriptions, conducting interviews, and candidates fit assessments. Promote and execute data-driven decision-making methods to select high-caliber talent. Leading workforce transformation initiatives (new roles, labor models, productivity changes) HR Policies & Compliance Ensure the company's HR policies and procedures comply with applicable labor laws and regulations. Provide guidance on legal and ethical employment practices to all levels of management. Drive consistent and equitable deployment of compensation and benefits programs, ensuring proactive engagement and alignment on market analyses, regulatory responses, and critical policy changes to ensure competitive salary structures, benefits packages, and incentive plans. Culture & Change Utilize HR metrics and data analysis to make informed decisions and recommendations for continuous improvement. Generate reports and deliver insights to the business on HR-related KPIs, workforce analytics, and cultural dynamics to influence positive change. Qualifications Bachelor's degree in human resources or related field, master's degree preferred 7-10 years of relevant experience Solid understanding of employment law and policy administration PHR/SPHR or SHRM preferred, but not required Strong knowledge of HR best practices, employment laws, and regulations Proficiency in HRIS (Peoplesoft) Power BI, UKG, and other relevant software tools. Exceptional interpersonal and communication skills Strategic thinker with a focus on problem-solving and process improvement Have a strong sense of business acumen and systemic thinking At Foot Locker, we value innovation, authenticity, and integrity in all that we do. To uphold the security and fairness of our hiring process, we ask that candidates refrain from using AI tools, including ChatGPT, during interviews and assessments. To ensure a smooth and secure experience, please review the following guidelines: Cameras must be on for all virtual interviews. AI tools are strictly prohibited during interviews or assessments. We appreciate your understanding and cooperation as we work together to create a transparent and equitable hiring experience. Benefits The annual base salary range is $95,000-$105,000, this range represents the anticipated low and high end of the salary for this position. This role is also eligible to receive short term incentives that align with individual and company performance. Salary will be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data. Salary is one component of the Foot Locker, Inc. total compensation package, which includes the below. Foot Locker Benefits: Employee Discount Paid Time Off Medical | Dental | Vision Coverage 401(k) | Roth 401(k) Life Insurance Flexible Spending Account Opportunities for Advancement Tuition Reimbursement for Qualified Courses Strong Company Culture Employee Resource Groups Performance Management Administer performance evaluation processes, ensuring fair and consistent reviews across the organization, and influence future processes in partnership with Talent COE. Work with managers to establish performance improvement plans and provide guidance on performance-related matters. Serves as the primary HR advisor to regional and district leadership, influencing decisions on talent, structure, and organizational effectiveness Talent Management & Development Implement and influence training and development programs to enhance teammate skills, knowledge, and career growth. Oversee onboarding processes and provide ongoing coaching to foster a culture of continuous learning. Lead succession planning in partnership with district leadership to anticipate future trends, their implications, and apply appropriate talent strategies to address gaps. Leverage real-time coaching, assessment, and observation to develop and position talent for future leadership success. Teammate Relations Serve as a point of contact for teammates, addressing their concerns, resolving conflicts, and promoting a positive work environment. Partner with Labor and Employee Relations to Conduct investigations with a goal of reducing employee-related issues and enhancing teammate culture. Talent Acquisition Ensure recruitment processes and best practices are adopted and effectively prioritized to meet staffing needs across districts. Support district in seeking talent acquisition expertise when experiencing unique staffing challenges and hard to hire situations. Help to attract and select top talent in partnership with the TA strategy and department, including creating job descriptions, conducting interviews, and candidates fit assessments. Promote and execute data-driven decision-making methods to select high-caliber talent. Leading workforce transformation initiatives (new roles, labor models, productivity changes) HR Policies & Compliance Ensure the company's HR policies and procedures comply with applicable labor laws and regulations. Provide guidance on legal and ethical employment practices to all levels of management. Drive consistent and equitable deployment of compensation and benefits programs, ensuring proactive engagement and alignment on market analyses, regulatory responses, and critical policy changes to ensure competitive salary structures, benefits packages, and incentive plans. Culture & Change Utilize HR metrics and data analysis to make informed decisions and recommendations for continuous improvement. Generate reports and deliver insights to the business on HR-related KPIs, workforce analytics, and cultural dynamics to influence positive change. Bachelor's degree in human resources or related field, master's degree preferred 7-10 years of relevant experience Solid understanding of employment law and policy administration PHR/SPHR or SHRM preferred, but not required Strong knowledge of HR best practices, employment laws, and regulations Proficiency in HRIS (Peoplesoft) Power BI, UKG, and other relevant software tools. Exceptional interpersonal and communication skills Strategic thinker with a focus on problem-solving and process improvement Have a strong sense of business acumen and systemic thinking At Foot Locker, we value innovation, authenticity, and integrity in all that we do. To uphold the security and fairness of our hiring process, we ask that candidates refrain from using AI tools, including ChatGPT, during interviews and assessments. To ensure a smooth and secure experience, please review the following guidelines: Cameras must be on for all virtual interviews. AI tools are strictly prohibited during interviews or assessments. We appreciate your understanding and cooperation as we work together to create a transparent and equitable hiring experience.