HR Manager

QUESTIONNAIRE-6-38

03

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 is responsible for strategic talent management for a client base of approximately 100 exempt and non-exempt employees working across the Wholesale and Skip Hop organizations. This role supports the entire employee lifecycle, including organizational design, candidate selection, onboarding, employee development, performance management, and talent retention. The individual in this role will lead implementation of human resources programs that support the strategic goals of the organization.

This Manager will report to the VP, Human Resources and will have responsibility for a portion of one HR Coordinator and one HR Specialist. The role is based in our Buckhead office (4-5 days a week on-site) with occasional travel to our New York Skip Hop office (up to 4-6 times annually).

30%: Strategic Organizational Planning

• Serve as the strategic business partner and HR consultant to assigned client groups across North America.

• Maintain an effective level of business acumen regarding client groups' performance, strategy, team dynamics, priorities, challenges, and strengths.

• Critically evaluate organizational effectiveness and lead evolution of organizational structure; develop proposal, execute communication strategy, and deliver on all post actions.

• Support the client group leadership team on budgetary needs for organization; maintains budgets for HR categories to include recruiting, total compensation, merit, and impact of organizational structure changes.

• Partner with Global Compensation & Benefits teams to ensure market competitiveness and alignment on all initiatives.

• In partnership with Legal, ensure HR decisions are consistent and in accordance with all policies and laws related to employment, compensation, benefits, compliance, and health & safety.

• Responsible for HR analytics and reporting for client group including accuracy and data integrity in HCM system (Workday).

• Special projects as needed; actively collaborates with other HRBPs on multiple topics.

25%: Talent Engagement & Development

• Build strategies to create strong succession paths and development plans for all roles.

• Partner with internal client group leaders on building and implementing employee engagement programs and initiatives including one-on-one coaching and instructor-led education.

• Prepare employees for success by leading effective onboarding, orientation, and education.

• Support all talent development and educational initiatives.

• Responsible for ensuring all employee relations issues are investigated in a timely manner and resolved within company policy and in alignment with North American legal counsel.

• Advise leaders on the proper application of company policy, procedures, and employment laws.

25%: Cycle of Performance

• Drive all performance management initiatives in alignment with North American best practices, including goal development, annual and mid-year employee performance appraisals, and review cycle. Manage and facilitate the Talent Talk process semi-annually.

• Educate leaders on effective performance management needed to coach and develop strong performers.

• Fairly and consistently implement performance improvement plans when necessary.

20%: Talent Acquisition

• Ownership of recruitment strategies and process for client group, partnering with the Talent Acquisition team on long-term goals, initiatives, and improvements.

• Lead client group in the selection and onboarding of high-impact employees at all levels.

• Partnering with the College Relations and Diversity & Inclusion teams to build a strong pipeline of talent for the organization.

• Manage contingent workforce needs for areas of responsibility.

WE'D LOVE TO HEAR FROM YOU IF:

Must have

• HR Business Partner experience at the Manager level for 2+ years.

• Creative problem solver with the ability to drive and impact change.

• Proven experience influencing and coaching leaders at all levels.

• Ability to develop credible, effective relationships with internal client groups and within HR.

• Strong ability to manage multiple clients, priorities, deadlines, and initiatives.

• Track record of using analytics and critical thinking to diagnose and propose solutions.

• High level of process orientation, attention to detail, follow-through, and accuracy.

• Solid knowledge of HR best practices and employment law.

Preferred skills and experience

• Understanding of Benefits, Compensation principles, and HRIS practices.

• Strong written and verbal communication skills including strong training facilitation expertise.

• Excellent skills in Microsoft Office applications and HR Systems.

• Ability to prepare written reports, analysis, and presentations to senior leadership as required.

OUR TEAM MEMBERS:

• Lead Courageously: Have a strong sense of personal values that align with our Company values

• Collaborates Broadly: Build cooperation, trust, and thrive in a consensus driven environment

• Customer Focus: Proactively seek opportunities to leverage data and fact-based insights to serve customers and/or internal clients

• Drive Growth: Set aggressive goals and implement plans precisely

• Cultivates Innovation: Respectfully challenge the "we've always done it this way" mentality and explore new ways to achieve desired outcomes

MAKE A CAREER AT CARTER'S:

• Career Development: Success starts from within, and we have several paths from which you can choose to enhance your career evolution. From Carter's University to Toastmasters to mentorship programs and more, we encourage you to utilize these tools to elevate your professional prowess.

Carters is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, veteran status, or any other status protected by federal, state, or local law.