Manager, People Business Partners (Commercial)

The Manager, People Business Partners (Commercial), drives JD Finish Line’s People Partnership strategy for all Front of House corporate functions, including JD Finish Line’s Merchandising, Marketing, Digital, and Customer Care departments, as well as DTLR’s Corporate and Supply Chain/DC operations. Key focus areas of ownership include but are not limited to employee relations, talent analytics, performance management, org design, succession planning and organizational development. This leader is accountable for driving strategic and actionable talent plans that enable a high performing organization by providing coaching services to business partners and supporting employees in their career journeys. This leader should effectively exhibit JD Finish Line’s core values of Customer, People, Winning, Community, and Financial Responsibility, performing the following key duties: 

• Leads strategic talent advisory services to support business groups across JD Finish Line’s Commercial functions and DTLR’s Corporate functions (e.g. employee relations, talent mapping, succession planning, performance management), with the ultimate goal of enabling organizational success through highly effective talent attraction and retention efforts that position JD to hire and retain high performing talent. 

• As a leader in the JD Finish Line People department, proactively expands leadership accountability beyond the People Business Partner team, influencing department level decision making and strategy curation, and supporting peer leaders in their team’s endeavors.

• Leveraging the employee voice, feedback, and data, along with comprehension of the overall department and company strategy, identifies and delivers on annual PBP strategic objectives, projects and initiatives enabling a high performing organization.

• Ensures timely and accurate completion of team duties such as exit interviews, ER case entry in ERMS, stay interviews, new hire check-ins, departmental check-ins, succession data collection, etc., ensuring that data collected is accurate and complete for optimal decision making; develops individual and team KPIs and success measurements to drive performance

• Holds key ownership role in leading, evolving and executing the JD Finish Line employee relations strategy, in partnership with retail PBP leadership; shares best practices with other fascias’ employee relations leadership groups to maximize on thought sharing. 

• Oversees and manages the full employee relations portfolio for the Commercial functions, directing investigation activity; approving terminations and disciplinary action; supporting litigation; escalating “critical tier” cases to appropriate partners in Legal and People department leadership.

• Partners closely with HR Compliance and Legal leadership ensuring the company remains compliant to local, state and federal legislation.

• Continuously grows direct reports’ skill sets by providing development and training opportunities around employment law, compliance, performance coaching, etc., curating a culture of continuous development and growth.

• In partnership with the Manager, People Business Partners (Back of House), develops repeatable performance and policy progressive discipline process and philosophy, with streamlined tools and resources to coach consistently across the organization, while remaining flexible to custom solutions as needs call.

• Partners with senior leadership to advise on org structure decisions, inclusive of compensation committee support, ensuring promotional criteria are met and personnel changes are equitable, consistent, fiscally responsible, and ultimately support business need.

• In partnership with the Manager, People Business Partners (Back of House), oversees and holds responsibility for the evolution of the performance management process, inclusive of co-ownership of the annual merit process; researches industry trends in development and to keep performance review, feedback, and development initiatives fresh, innovative and best-in-class.

• Creates dashboarding and analytics that measure success of strategic initiatives; partners with technical experts to automate and bring visibility, transforming how data is used at the forefront of decision making; reports key data on a defined, recurring basis to leadership, along with overviews of how the data is being used to drive organizational performance

• Analyzes all available data points not in silos but as collective insights, inclusive of exit interview results, turnover, ER case data, engagement, new hire check-ins, and qualitative observations to serve as the foundation for strategy, projects and overall People Business Partner activity.

• In partnership with the Manager, People Business Partners (Back of House), owns the philosophy and strategy for employee onboarding, inclusive of external hires, internal hires, and international mobility; scaling relevant solutions to apply to high volume business units.

• As the face of the People department to the business, remains aware of cross-People team happenings to support other teams’ initiatives when interfacing with business partners (communications, benefits, DE&I). 

• In partnership with communications & engagement leadership, holds team accountable to support and execute engagement solutions; as the manager, is keen to org wide trends and influences overall company engagement planning. 

• In partnership with Learning & Development, leads PBP team to partner with individuals throughout the organization on development plans, performance improvement plans, succession planning, engagement & team development.

• As the foundational team for all strategic PBP initiatives, acts as the hub for decision making & assists with scaling relevant efforts into high volume business units.

• Influences company communication activity and supports communications leadership with messaging to best resonate and keep employees informed of key information in the most effective manner.

• Ownership and accountability to People Business Partner budget; makes fiscal recommendations to meet business needs.

• Responsibilities include interviewing, hiring, and training employees; planning, assigning and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems of direct reports.

• Additional duties and projects as required.

Required Education and/or Experience 

Bachelor’s degree (B.A./B.S.) from a four-year college or university and 5 - 7 years’ experience in HR business partnership, employee relations, learning & development, org design, and/or organizational development (talent acquisition, compensation and/or HR analytics experience is a plus but not required); leadership experience displaying clear capability to lead teams required; or equivalent combination of education and experience. Internal JD Finish Line experience strongly preferred. Any advanced relevant educational credentials (PHR/SHRM CP, employment law certifications, etc.) are a plus but not required. 
 

Required Technical Skills

Should have intermediate knowledge and abilities with Microsoft Word, Excel, and PowerPoint or Google Suite equivalents and working knowledge/experience in human capital management systems. Intermediate knowledge in data analysis, inclusive of raw data manipulation and visualization via Excel/Sheets or BI software is a plus. Should have the capabilities to evaluate and embed new technological solutions into practice. 

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Sit for more than 6 hours per shift

• Use hands to finger, handle and feel

• Reach with hands and arms

• Talk and/or hear

• Stand for up to 2 hours at a time regularly

• Walk or move from one location to another

• Periodically may need to climb, balance, stoop, kneel, or crouch

• Lift and/or move up to 10 pounds occasionally

• Average work week is 40-50 hours, which can vary depending on business needs.

Work Environment:

The work environment for this position is a moderately noisy office setting.

The company reserves the right to modify this job description with or without notice. Employees may be asked to perform additional duties outside of normal job scope on a temporary basis per the Company policy.

#LI-DNI

This job description is not intended to cover all aspects, duties, and/or responsibilities required of employees.  Employees may be asked to perform additional duties outside of normal job scope on a temporary or permanent basis per company policy. ​The company reserves the right to modify this job description with or without notice. 

EEO Statement:

The Finish Line, Inc. is an Equal Employment Opportunity employer and is committed to complying with all federal, state, and local EEO laws.  The Finish Line, Inc. prohibits discrimination against employees and applicants for employment based on race or color, religion or creed, national origin, alienage or citizenship status, marital status, sex, pregnancy status, age, military status, disability, or any other characteristic or class protected by law.  The Finish Line, Inc. provides reasonable accommodations in accordance with applicable laws, including for disabilities, pregnancy, and religious practices.

Need accessibility assistance to apply?
Applicants who require accessibility assistance to submit an employment application can either call Finish Line at  (317) 613-6890 or email us at [email protected].  A member of our Talent Acquisition team will respond as soon as reasonably possible. (This email address and phone number is only for individuals seeking accommodation when applying for a job.)