HR Manager (Corporate Offices)<--- Previous Job Next Job --->
Job Title HR Manager (Corporate Offices)
Location AZ - Phoenix
Requisition Number HR-12-2216
Department Human Resources
Percentage of Travel 1-25
Job Responsibilities Want a company with a real vision?
Our people make the difference in our success. Our vision is to provide Total Lifetime care to every pet, every parent, every time. We can''t achieve this vision without the right people - they make the difference in our business and our success. Every associate plays a role in achieving our success by focusing on our three strategic priorities - delighting our customers, growing pet services and operating excellence. Here at the Store Support Group, you could play a key role in supporting these strategic initiatives.
Today, PetSmart has over 1200 store locations, with many more scheduled to open soon. We continue to grow at our Corporate Headquarters which means great opportunities for a professional such as you!
Benefits of working with PetSmart
In addition to a competitive salary, PetSmart associates are eligible for health benefits, 401K options, Employee Stock Purchase Plan, paid time off, training and development, and an associate discount at all PetSmart stores!
PetSmart is an Equal Opportunity Employer committed to hiring a diverse workforce, sustaining an inclusive and supportive work environment, and prohibiting harassment and discrimination in all aspects of employment. PetSmart participates in background, drug and E-Verify screenings as appropriate under Company policies and applicable law.
SUMMARY
The HR Manager position will be a strategic member of the leadership team for their designated business areas. The position is responsible for the overall HR support of multiple departments within SSG. This position has a strong supporting relationship to their respective Senior Vice President(s). The HR Manager assists in supporting each functional leader''s key strategies as it relates to people management. The HR Manager partnership offers guidance and counsel on manpower planning, organizational effectiveness, performance issues, associate development, succession planning and overall performance management. This position is typically the initial contact for any HR- related requests. The HR Manager gathers these requests and determines what resources are needed within the HR organization.
Staffing
.Recruitment
Responsible for coordinating the staffing initiatives for the departments they are responsible for in concert with the talent acquisition team. This position will be involved in the staffing effort for high potential college recruits as well as establish their career path within the organization (including an internship program). In addition, this individual will actively be involved in the interviewing process for Senior Leadership positions (Director Level and above).
.Manpower Planning
Work closely with the functional heads to establish and forecast people needs and timelines for their respective business units and communicate these needs to all affected parties throughout the organization.
Leadership Development
.Succession Planning
Partner with the Organizational Development department to help coordinate the SSG Succession Planning process by identifying associates'' potential for future opportunities, potential successors and critical needs within the business unit. This position will be responsible to ensure the continued effective performance of the business unit by making provisions for the development, replacement and strategic application of key people over time in concert with the Organizational Development department.
.Individual Development Planning
Fosters the continual creation of opportunities for growth and development. In addition, creates an environment of learning by identifying talent, diagnosing learning needs and planning appropriate developmental opportunities. Collaborates with management to specifically outline the associate''s strengths and developmental opportunities including dates, timelines and mentors within the business unit. The HR Manager assists in delivering feedback on internal assessment tools including the Individual Development Plan (IDP), PDI and 360 degree feedback.
.Career Pathing
Helps to develop an internal growth plan and direction for associates within the business unit.
.Learning Programs
Creates an environment of Learning through close collaboration with the Organizational Development department. Identifies learning programs that address leadership development, leadership skills and technical skills. This individual will collaborate with the functional leaders to develop key business proficiencies (including leadership strategy, team and self leadership/development, Continuous Coaching, and Ethics).
Organizational Development
.Organizational Design
Ensures that the each business unit leader collaborates with the Organizational Development department to effectively design the organizational infrastructure and hierarchy to support maximum efficiencies.
.Organizational Effectiveness
Leads, plans, and manages organizational analysis, process improvement and change management for maximum effectiveness (in concert with the Organizational Development department).
.Survey Interpretation and Application
Communicates survey results via People Pulse and works with the leadership team(s) to develop departmental strategies based on feedback/results.
Administration and Compliance
.Associate Relations
Serves as the primary contact for associate relations activities relating to recognition, conflict resolution and fostering open communication.
.Performance Improvement
Provides support and guidance for the establishment of performance expectations; identifying exceptional performance as well as poor performance through support, direction, feedback and documentation. Works closely with and advises the management team on associate issues. Makes recommendations for terminations when necessary with partnership from the People Director/SSG.
.Compensation Management
Provides direction to the leadership team for adherence to company compensation guidelines identifies and facilitates the establishment of departmental goals and communicates the Petsmart bonus program in partnership with the Compensation Department. Identifies positions in need of re-evaluation through the Compensation Committee process (and a compensation representative).
.Performance Review Management
Executes the Performance Review process to ensure timeliness, consistency and distinguish performance ratings and standards.
.Policy Compliance
Ensures compliance with any legal or regulatory changes pertaining to labor, wage and hour, and employment laws. Advises and guides associates in the proper use and interpretation of company policies, plans, and programs. Works closely with and advises the leadership team on Associate issues relating to policy compliance. Assures compliance with EEO regulations.
BUDGET RESPONSIBILITY
Responsible to abide by the established budgetary guidelines. Tracks promo/equity dollars for internal promotions and equity adjustments.
Experience/Education Required OTHER ESSENTIAL DUTIES AND RESPONSIBILITIES
Actively participates as a business partner with the departments they support (including staff meeting attendance), with the objective of driving improved value to the business.
This individual will play an important role regarding departmental communications.
Works closely with and maintains consistent communications with the Director SSG People/Staffing, collaborating where necessary on associate relations and other pertinent issues.
Consults with and advises the management team on organizational planning, salary administration, associate benefits, associate development, and other People services.
Coordinates intra-departmental improvements for associate satisfaction efforts.
Represents the HR Team by attending respective departmental meetings.
EDUCATION, EXPERIENCE AND ATTRIBUTES
. High level of energy
. Intuitive people abilities
. Consulting skills
. Confidence in expressing opinions that are in the best interest of all parties involved
. Influencing skills
. Task and project management orientation (ability to hold others accountable)
. Strong HR Generalist skills
. Associate empathy
. Passion for people and the business
. Execution skills
Bachelor''s degree in Human Resources, Business, or related field, from a four-year college or university and four to six years'' relevant experience working as Human Resources Generalist and/or Recruitment; or equivalent combination of education and experience. Masters degree in a related field of study is a plus.
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ASSOCIATE INTEREST PROCESS:
(Online submissions are not currently accepted, but will be available soon.)
* Update your resume and complete the written assignment and the Associate Interest Form (found on Fetch in SSG/Field/DC forms).
* Meet with current manager to review paperwork and obtain appropriate manager approval(s) (Field associates must have 2 levels of approval)
* If approved, the manager will forward all documents electronically to the "Associate Interest Forms" mailbox in Outlook.
* The respective recruiter will review your interest with the hiring manager for consideration.
* If you have any additional questions, please email Staffing Support.
ASSOCIATE REFERRAL PROCESS (ARP):
Click Here to submit your referral''s resume online.
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