Irving-Irving Corporate Office-3939 West John Carpenter Freeway
Support Center – Irving
The HR Business Partner – Field manages and coordinates programs, policies and priorities of Michaels stores organization for their assigned division. The HRBP assists in sourcing and retention strategies, performance management review, training initiatives, conflict resolution, management development and employment policies and practices. In addition, the HRBP also advises store, district, and regional management regarding employee relations and HR policies and procedures.
We are currently recruiting for a Field Human Resources Business Partner to join us remotely reporting into our Global Headquarters in Irving, TX. The ideal candidate will live in market, these locations would include the Great Lakes Region or Atlanta, GA area.
What will you be doing?
Reporting to the Director – Field Human Resources, the Field Human Resources Business Partner plays a critical role in the operations of our Field Human Resources Team. This role plays a key responsibility in implementing HR policies and programs that align with our business objectives. The Field Human Resources Business Partner will be assigned to a geographical area and responsible for overseeing all HR functions within assigned area, ensuring compliance with labor regulations, fostering a positive work culture, and supporting the development and growth of our Team Members in Stores.
How will you do it?
20% of Time
- Collaborates and works closely and provides guidance and counsel to Regional and District level leaders on HR-related matters.
- Be proactive by conducting ongoing analysis and develop insights into talent metrics for purposes of creating actionable responses to identified trends/issues.
- Oversee and manages Field HR Specialist
Drive positive workplace culture.
20% of Time
- Conducts regular store visits to focus on creating a positive culture and allow for faster identification and problem solving through Team Member interaction and communication.
- Become the first point of contact for front line team members when they have not received support from their leaders.
- Executes retention strategies and reviews store scheduling standards to reduce turnover in Stores at all levels to align with or below industry standard.
- Ensures accountability that engagement survey, action planning, onboarding, and training tasks for assigned area District Managers and Store Managers are completed as expected.
- Manages and addresses assigned employee relations issues and conflicts promptly and effectively. Provides guidance to leaders on resolution of issue/conflict.
- Be proactive and responsive to elevated performance concerns, involuntary terminations and escaladed accommodations and LOA’s.
- Share insights and solution recommendations from exit interviews and stay interviews with Director Field Human Resources.
- Ensures stores are compliant with labor laws and Company policies to support a safe and positive workplace.
- Conduct Total Rewards training to equip District Managers and Store Managers to educate front-line Team Members on compensation and benefits.
Support development and growth of our Team Members.
20% of Time
- Improve retention by developing, executing, and maintaining career path and succession plans for field front-line Team Members into leadership roles.
- Lead Team Member/Leadership development programs for stores.
- Lead and assist District Managers to conduct Calibration, Merit and Talent Review process for Store Managers and Assistant Store Managers.
Participate in talent acquisition and recruiting.
20% of Time
- Partners with Talent Acquisition Team to participate in all Store Manager hiring.
- Collaborates with the Field HR Director, Talent Acquisition, and I&D Teams to implement diverse recruiting initiatives to support Makers Like Me program (veteran and hiring persons with disabilities).
Other assigned responsibilities.
20% of Time
- Travels independently or with RVP/DM to support leadership team, and connect to Store Team Members to assess process, culture, and Team Member relations.
- Participate in assigned labor relations rapid response needs.
- Other assigned tasks as required and directed by business.
What Skills you will need to do your job?
Minimum Qualifications: The critical knowledge and skills/education and experience that an applicant must have to perform the core responsibilities as indicated in the job duties/responsibilities. These qualifications are based on the essential duties and responsibilities of the job and relate to what the team member needs to do in the job.
Required and Preferred Knowledge/Skills/Abilities
- Bachelor’s Degree in Human Resources, Business Administration, or related field.
Minimum Special Certifications or Technical Skills
- Human Resources certification or other specialized training.
- Understanding and experience using Workday systems preferred.
Minimum Type of Experience the Job Requires
- 3+ years of related experience
- Proven experience as an HR leader in the retail or service industry.
- Strong understanding of retail operations and challenges.
- Act as a trusted business advisor and always operate with the upmost confidentiality.
- Exceptional verbal and written communication skills.
- Ability to manage multiple projects and activities to meet competing deadlines.
- Ability to stay organized and prioritize in a fast paced, dynamic environment while maintaining strong attention to detail.
Preferred Qualifications: These qualifications include additional job-related education, experience, skills, competencies, and credentials desired by the hiring department. These are not essential to the job but enhance a candidate’s ability to perform the job. Applicants who possess these preferred qualifications would be considered top candidates for the position. Should be specific enough to narrow down the applicant pool to the most potentially successful candidates but not so restrictive as to limit the consideration of applicants from under-represented groups and applicants with non-traditional career paths.
Applicants in the U.S. must satisfy federal, state, and local legal requirements of the job.
For 50 years, Michaels has been the best place for all things creative. We strive to inspire our customers, cultivate confident leaders, and serve our communities by fostering an inclusive environment for everyone to learn, shop, and create. At Michaels, everyone has a seat at our craft table and every Team Member is encouraged to hone their craft with opportunities for personal and professional growth. From our Stores and Distribution Centers to Artistree and our Support Center, our best-in-class team is committed to delivering on our purpose to fuel the joy of creativity. As the leading creative destination in North America, we operate over 1,290 stores in 49 states and Canada and online at Michaels.com and Michaels.ca. The Michaels Companies, Inc. also owns Artistree, a manufacturer of custom and specialty framing merchandise, and MakerPlace by Michaels, a dedicated handmade goods marketplace.
Michaels is an Equal Opportunity Employer. We are here for all Team Members and all Makers to create, innovate and be better together.
Michaels is committed to the full inclusion of all qualified individuals. In keeping with this commitment, Michaels will assure that people with disabilities are provided reasonable accommodations. Accordingly, if a reasonable accommodation is required to fully participate in the job application or interview process, to perform the essential functions of the job, and/or to receive all other benefits and privileges of employment, please contact Customer Care at 1-800-642-4235 (1800-MICHAEL).