Sr. Director - Human Resources

Our HR team’s mission is to attract, develop, motivate, and retain a diverse, productive, and passionate workforce that will successfully grow our business. Our team takes pride in backing the company’s most valuable resources- its people. We strive to ensure we are creating a safe, inclusive, and fulfilling work environment.  Our passion for people is manifested through our unbiased and diplomatic natures. Successful members of our team are motivated to improve our efficiency and effectiveness, maintain our company culture, and successfully communicate with all levels and departments. 

The Sr. Director, Human Resources Business Partner (HRBP) for Corporate Functions is a senior HR leader responsible for shaping and executing the end-to-end people strategy that enables the effectiveness, scalability, and performance of the company’s Core Functions.

Balancing strategic partnership with hands-on execution, this role serves as a trusted advisor and thought partner to leadership across functions such as Purchasing, Business Technology, Store Development, Merchandising, Marketing, and Finance, and other G&A teams. The Sr. Director, HRBP translates business priorities into integrated talent, organization, and employee experience and talent strategies while ensuring disciplined execution and accountability across all core HR programs.

Working closely with business leaders and HR Centers of Excellence, this role designs, deploys, and operationalizes HR programs—including positive employee relations, performance enablement, organizational effectiveness, and change management—while leading and developing an HRBP team that supports a growing and evolving corporate organization. Success requires strong business acumen, data-driven decision making, and rigorous program and project management. This position reports to the VP, Human Resources.

• →Serve as a trusted and influential advisor to Corporate leadership on organizational design, workforce planning, capability building, change, and transformation.
• →In partnership with leaders, translate business objectives into a cohesive people and talent roadmap aligned with company strategy, culture, and ways of working, including capability building, leadership and critical skill development for the future.
• →Partner with the business in the implementation of programs and change management efforts to ensure successful outcomes. Influence and guide leaders in the implementation and communication of these programs/changes.
• →Provide strategic oversight and guidance for the employee relations program and workstream (performance management, investigations, accommodations, corrective action, and employment risk mitigation) with the goal of developing manager capability, consistent leadership practices, and a high-performing culture.
• →Project manage talent initiatives and programs by applying rigorous project management discipline (charters, timelines, KPIs, risk assessments).
• →Lead the implementation of core HR/Talent processes and programs (e.g. goal setting, calibration, succession reviews, merit & incentive cycles) with on-time completion and impactful outcomes.
• →Create a culture of accountability and compliance across all sites. Design programs and internal process/controls to ensure enforcement and accountability.  Partner with business and other stakeholders to address gaps and risks. 
• →Influence and coach leaders through complex organizational decisions and transitions.
• →Serve as a thought partner on positive employee relations strategy for our non-union workforce and implement/execute program components. In partnership with the business, conduct risk assessments and mitigation plans that are aligned with broader talent and engagement strategy.  Coordinate site readiness, crafting communication strategies, partnering with outside counsel, and leading remediation plans as needed.
• →Leverage data, external benchmarks, and best practices to inform workforce and talent recommendations.
• →Lead and develop team of HRBPs. Define their goals and priorities, provide ongoing coaching, guidance, and direction.  Build capabilities and strengthen talent bench for a growing and scaling organization.

• Base Salary Range: $185,000 - $215,000 Annually
• Annual Bonus Program
• Equity
• 401(k) Profit Sharing
• Medical, Dental, Vision & More!
• Final compensation will be determined based upon experience and skills and may vary based on location.

• Bachelors in HR, Business, Industrial Relations, or related field required; MBA or MS‑HR preferred.
• 10+ years of progressive HR leadership. Experience supporting Corporate Retail functions preferred.
• Experience with Positive Employee Relations and Labor Relations preferred.
• Proven experience supporting multiple client groups with different priorities at the same time.
• Hands-on experience supporting fast paced projects.
• Strong data fluency—able to build and interpret dashboards, use advanced Excel/analytics tools, and translate insights into action.
• Expertise in U.S. labor and employment law (FLSA, FMLA, OSHA, NLRB) and retail/warehouse safety regulations.
• Strong project and change management skills. Training in Agile, Lean, Six Sigma, and other methodologies preferred.

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