Sr. Manager, DC HR

About the Team

Our Human Resources team defies all conventional expectations and is a business-connected solutions provider. The work we do directly aligns with the company’s core areas of focus, and we ensure that associates and leaders are ready to support those strategic objectives. Our HR team is comprised of different departments, including Talent Acquisition, HR business partners, Learning & Development, Compensation & Benefits, and Shared Services.

We enable meaningful careers for all and build our Associate Workplace Experience!

Onsite Position:

This position is considered to be Fully Onsite, work is to be done onsite at a Pet Smart location (Phoenix Home Office, Pet Smart stores, Merchandise Development Center, Distribution Centers or another Pet Smart site).

LOCATION: This position can sit in any of our 7 DC locations:
Groveport, OH, Phoenix, AZ Ennis, TX Bethel, PA Ottawa, IL Newnan, GA and Sparks, NV

The Sr. Manager, HR is a strategic partner to an assigned Distribution Center (DC) and provides leadership, guidance, and counsel to the General Manager and the leadership team on matters related to talent, organizational change, human capital, associate engagement, development, associate relations, and culture. Personally responsible for the leadership of their DC HR team as well as other Manager, HR positions, and partners appropriately within the DC network and across the enterprise to leverage solutions and maintain consistency across the DC network.

ESSENTIAL DUTIES AND RESPONSIBILITIES include but are not limited to:

• Provides strategic HR consulting to the General Manager in the assigned DC, as well as other DC leadership across the network.
• Provides overall leadership and talent management guidance to the DC HR team within the DC, as well as oversight of multiple other Manager, HR positions at other DCs.
• Creates and models best practices for DC HR, and regularly works to bring consistency, consensus, and alignment across the team.
• Functions as a credible coach through relationship management to the General Manager and the operations leadership team, as well as a strong associate advocate through regular coaching, guidance, and feedback.
• Operates in a highly collaborative and cross-functional environment and builds relationships by being present on the floor of the DC interacting with associates and leaders.
• Leads all functions of HR for assigned DC, including talent and performance management, succession planning, associate engagement, positive work environment, organizational development, change management, associate relations, and effective adoption of Supply Chain and company initiatives and strategies.
• Utilizes business acumen and thorough understanding of DC operations to provide the right solutions in partnership with HR Centers of Excellence.
• Leads Every Day Performance Management initiatives, including coaching good and poor performance. Advises leaders on the coaching to correct process, including disciplinary action and termination. Ensure appropriate HR and legal partners are consulted and final resolutions are aligned with company policies and risk mitigation.
• Conducts investigations into violations of our Code of Ethics, company policies, and the law. Ensures appropriate HR and legal partners are consulted and final resolutions are aligned with company policies and risk mitigation.
• Leads talent and leadership development at the DC. Supports and guides the operations leadership team through the succession planning process, including projection of vacancies and potential successors, bench strength assessment, identification, and development of high potential associates. Guides leaders to implement individual development plans for associates.
• Accountability for talent acquisition and talent management both at the leadership and associate level, with a primary focus on exempt level positions. Works closely with the leadership team in strategic work force planning and succession planning.
• Uses relevant business data to assess organizational health, draw insights, and story tell to support the HR strategy and measure progress. Regularly reviews HR dashboards, engagement, voice of the associate, and other sources to identify trends and recommends unique and innovative solutions to close gaps and strengthen our culture.
• Implement PARs strategy to mitigate risk of third-party intervention and strengthen our culture through both preventative and response actions, including ongoing education for front-line leaders and regular review of risk factors to predict and address problem areas, identify root cause, and provide solutions to address.
• Assigns, owns, and leads complex and significant projects in partnership with relevant stakeholders assessing project impact to all areas of HR, DC strategy and operations, and the distribution environment.
• Serves as change agent to positively impact organizational effectiveness and provides guidance and coaching to leadership team and…