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The Sr Area Human Resources Business Partner Manager is responsible for supporting the stores in all HR generalist activities. Responsibilities include payroll administration, recognition programs, policy implementation …
Charlotte, North Carolina, United States · On-site
$141k–$212k/yr
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Charlotte, North Carolina, United States · On-site
Mid level$370M raised
We’re seeking an Assistant Store Manager to join our team to help with store operations, customer service and team development. Duties include, but are not limited to, the following: Assist with store functions and day-t…
Skills: Store Management, Customer Service, Team Development, Inventory Management, Loss Prevention
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Full-time
Posted 25d ago
~40 hrs/week
Responsibilities
The Sr Area Human Resources Business Partner Manager supports stores in HR generalist activities, including payroll administration, employee relations, and training. They ensure compliance with laws and policies, manage employee relations issues, and collaborate with various internal stakeholders.
Requirements
Candidates should have 7-9 years of applicable experience and knowledge of HR principles, policies, and procedures. Strong decision-making skills and the ability to manage complex HR matters across multiple locations are essential.
Full job description
The Sr Area Human Resources Business Partner Manager is responsible for supporting the stores in all HR generalist activities. Responsibilities include payroll administration, recognition programs, policy implementation and administration, employee relations, compensation, training, development, benefits, counsel and special projects as assigned.
Essential Functions
Ensures stores are in compliance with all State & Federal laws; religious accommodations, as well as Belk policies and procedures
Manages employee relations and conflict resolution through Excel line, conducts investigations as needed Partners with employment attorney to manage EEOC claims
Communicates and administers associate merit and commission plans
Responsible for training new HR Associates and the ongoing development of existing HR associates
Relocation liaison for new hires and transferees
Ensures corrective process is conducted when needed and performance issues are documented and addressed
Ensures termination process is well documented and procedures are followed
Identify opportunities for enhancing the work environment and improving retention
A general list of typical interactions with internal and external clients.
The Senior Manager will collaborate with the Vice President of Human Resources, as well as Sr. Manager of Loss Prevention, all business partners in Workforce Management, Compensation and Benefits, Learning and Development, Performance Management, Group and Regional VPs in Stores, to develop materials and ensure the company and Zone key strategies, new programs and initiatives can be easily understood and executed
Consults with management, providing HR policy review and HR guidance when appropriate
Analyzes trends and metrics in partnership with the HR COEs to develop solutions, programs and policies.
Partners to resolve employee relations issues. Conducts effective, thorough and objective investigations.
Advocates for a positive employee experience at each phase of the employee life cycle.
Assists in the creation of development plans for high potential employees and identifies high potentials at all levels for current- and future-state critical roles
Executes elements of the work environment strategies to increase productivity, employee performance, and employee satisfaction and design metrics to track the effectiveness of these initiatives.
Demonstrated ability to effectively support and influence leaders across a large, geographically dispersed multi-unit environment, balancing enterprise priorities with local business needs
Ability to manage complex HR matters across 80+ locations, prioritizing competing demands whilemaintainingconsistency, compliance, and business continuity
Strong decision-making skills with the ability to assess risk, analyze multiple factors, and provide sound recommendations in ambiguous or high-impact situations
Ability to provide trusted counsel and guidance to operational leaders on sensitive and high-stakes employee relations, talent, and organizational decisions
Ability to influence outcomes and drive resolution in challenging situations while balancing employee experience, operational effectiveness, and risk mitigation.
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Related keywords
HR GeneralistPayroll AdministrationRecognition ProgramsPolicy ImplementationEmployee RelationsCompensationTrainingDevelopmentBenefitsInvestigationsEEOC ClaimsMerit PlansPerformance IssuesWork EnvironmentRetentionHR Information Systems
Charlotte-based Belk, Inc., a privately-owned department store, began when William Henry Belk opened his first store in 1888 with his brother, Dr. John Belk, joining as a partner. What started as two brothers in business has now grown into a legacy of selling great products at great prices, treating customers like family, and giving back to the community.
Throughout the years, we’ve changed and grown in so many ways. We’ve added exciting products, adapted the way we work, and made it easier to shop with new technology and services. Today, Belk serves customers at nearly 300 Belk stores in 16 Southeastern states, at belk.com, and through the mobile app.
Offices: 2801 W Tyvola Rd, Charlotte, North Carolina 28217, US · 11525 Cantrell Rd, Little Rock, AR 72212, US · 2104 W Cumberland St, Dunn, NC 28334, US · 4400 Sharon Rd, Charlotte, NC 28211, US · 7600 Kingston Pike, Knoxville, TN 37919, US