District Human Resources Manager; Springfield, MA market

Req
180386

Candidates must reside within Springfield, MA or surrounding areas, as this multi-site role supports multiple locations.

The District Human Resources Manager (DHRM) is a key business partner responsible for driving talent readiness, associate engagement, compliance, and organizational effectiveness across a district of 6–13 stores. The DHRM aligns people strategies with business goals and Company Values, leading efforts in talent management, leadership development, associate relations, and workforce planning to build strong teams and sustain a positive, inclusive, and high-performing culture.

• Drive salaried succession planning and talent pipeline development through consistent talent planning and leadership evaluation.
• Partner with leaders to create individual development plans and facilitate meaningful career growth discussions.
• Champion an inclusive, welcoming, and respectful workforce, leveraging local partnerships to continue building the most highly regarded culture in retail.

• Partner with store and district leaders to ensure quality and consistency in hiring and assimilation of both internal and external talent.
• Support hourly and salaried hiring initiatives, including local job fairs, internal development forums, and community partnerships.
• Oversee the onboarding experience for new leaders, ensuring timely system access, mentoring, and engagement in district learning plans.
• Support ASDS selection and development, ensuring readiness for future leadership opportunities.

• Monitor and assess the execution and impact of training plans for both hourly and salaried associates.
• Partner with store leaders to ensure timely and effective performance management, including feedback delivery, code calibration, and development planning.
• Facilitate and model a culture of continuous learning, ensuring that coaching and skill development are embedded in daily operations.
• Leverage Salesforce, Workday and other HR tools to identify associate and leader skill gaps, and reinforce accountability for development outcomes.

• Serve as a trusted advisor and first responder for associate relations issues, workplace incidents, and investigations, partnering closely with AR and Legal as needed.
• Manage Salesforce case investigations effectively, ensuring timely investigative documentation creation and retention, root-cause analysis, and fair resolution.
• Partner with store leadership to foster engagement, recognition, and communication across teams.
• Manage the accommodation process for stores in their district by partnering with associates, leaders, and centralized resources to ensure timely documentation, consistent communication, and compliant return-to-work and accommodation plans that support associate wellbeing and business continuity.
• Lead HR Town Halls and follow-up on action items from both townhalls and Voice of Associate survey results, ensuring accountability for progress and improvement.

• Partner with district leadership to align people strategies with business goals, driving results through talent, engagement, and organizational effectiveness.
• Support change initiatives such as new store openings, closings, restructurings, and strategic realignments.
• Actively participate in district operations and store walks to provide real-time HR insights and coaching.
• Promote and model Company Values and leadership behaviors, reinforcing a culture of inclusion, high-performance and customer focus.

• Partner with the HR Service Center to ensure accuracy and consistency in staffing, transactions, and associate records.
• Leverage AI-enabled HR tools and people analytics (e.g., workforce trends, engagement, attendance, associate relations case drivers) to surface insights, anticipate risk, prioritize actions, and coach leaders on data-backed decisions that improve associate experience, compliance, and district performance.
• Maintain readiness and partnership protocols for labor relations and emergency response events.
• Participate in district meetings and business reviews as a key HR advisor and thought partner.

• DHRM position reports to a Regional HR Director.
• 6-13 ASDSs have a dotted-line reporting relationship to the DHRM.

• Typically requires overnight travel 20% to 50% of the time, depending on geographical area of store placement.
• Travel to store locations daily. Often times, travel to multiple stores per day is necessary.

• There is frequent opportunity to move about when in a store, requiring continuous physical exertion such as walking and standing. On rare occasions there may be a need to move or lift light articles.

• Typically located in a comfortable indoor area. There may be regular exposure to mild…