Human Resources Manager-canada

5 months ago

Cambridge, Canada Carter's Full time

QUESTIONNAIRE-3-81

3903
**Serving the needs of all families with young children, **Carter’s Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carter’s, OshKosh B’gosh, Skip*Hop and Little Planet brands. Meaningful work, constant learning, genuine people, and a community guided by core values that promote inclusion and innovation is in everything we do. There are many reasons to build your career at Carter's.

**How you’ll make an impact**:
The HR Manager acts as a strategic business partner to DC leaders on all human resources related issues. This role develops and coordinates the planning and execution of human resources programs to support the goals and objectives of the organization. The HR Manager will lead, inspire, and develop (1) salaried HR team member during non-peak and (2) during peak hiring seasons.

Assigned client groups include:

- Cambridge, Ontario (Canada) DC: ~120 employees across 2 shifts
- Chino, California (USA) DC: ~7 employees across 1 shift

**50% GENERALIST HR SUPPORT**
- Lead peak recruitment, onboarding and support of business; includes job fairs and new hire orientation
- Lead and execute annual performance management cycle - goal setting, annual reviews, midyear reviews, succession planning, etc.
- Supports the business in the resolution of complex associate relations issues including coaching, counseling and facilitating resolution with associates; maintains in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks and ensuring regulatory compliance and managing outcome
- Partner with leaders to develop and execute Performance Improvement Plans
- Execute corporate-led communication and engagement initiatives at the DC level
- Respond to employee inquiries and concerns
- Oversee local Worker’s Compensation/WCB processes and partner with corporate WC Specialist as needed
- Acts as Change Agent and consultant to the business in managing and supporting small and large scale organizational change
- Develop and lead employee engagement activities, including charitable components, town hall meetings and communication events including employee action teams and positive-employee-relations initiatives.
- Direct liaison with all labor, health and safety, Ontario Human Rights, local health authorities, external Canada legal counsel, any applicable Carter’s external HR partnerships

**30% HR STRATEGY**
- Supports leaders in the identification and strategic planning of long
- and short-term talent needs for the business; helps leaders develop goals and KPI’s make the link between talent, development and business goals
- Collaborate with and influence executive leaders on HR strategies and initiatives that support the business needs and create a positive employee work environment
- Lead Organizational Design initiatives for exempt and nonexempt employees including assessment of structures to align organizational design to business needs; partner with leaders to plan and execute reorganization initiatives
- Evaluate and identify skill gaps (leadership and performance) within the organization and partner with leaders to develop strategies and plans for talent development and succession planning.
- Track, analyze, and report on various HR metrics, identifying trends and strategic actions appropriately
- Design, implement, and execute employee relations initiatives to support a positive employee work environment and engagement (engagement activities, communication programs, management of employee engagement survey, community affairs, labor relations, etc.)
- Provide coaching and counsel to all levels of leadership; thought partner and change agent
- Identify process and performance improvement opportunities (technology, onboarding, training, reporting, etc.) and partner cross-functionally to strategize and execute
- Create, manage, and execute DC communication strategy
- Measure HR results via scorecard metrics (time to fill, peak hiring goals, retention, internal promotions, engagement results)
- Build and manage DC HR budget in alignment with strategic priorities

**20% CROSS-FUNCTIONAL PARTNERSHIP**
- Partner with DC Talent Acquisition leader to provide insight and guidance on local market to support the development of hiring strategies
- Partner with corporate Learning and Development to assess business needs for learning, development, and onboarding programs; build and execute strategy in partnership with L&D
- Partner with corporate Compensation and Benefits ensure programs remain competitive; administer compensation changes and programs (merit, market evaluation and adjustments, etc.)
- Oversee and approve all performance management or policy concerns with Legal and within company guidelines; partner with other DC HR leaders to align on policies where applicable and make updates/develop new policies as needed

**We’d Love to hear from you if: (Requirements section

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