FIELD HR BUSINESS PARTNER (Atlanta/Charlotte/Miami) at Sally Beauty

Job description

Field HR Business Partner This is a remote-based position located in the Atlanta, Charlotte and Miami area and requires travel. About Sally Beauty Holdings, Inc. At SBH, our purpose is to inspire a more colorful, confident, and welcoming world. We are the leader in professional hair color, selling and distributing professional beauty supplies across 11 countries through our Sally Beauty and Beauty Systems Group businesses. Sally Beauty offers products for hair color, hair care, nails, and skin care to retail customers looking for salon-quality products at a value price. Beauty Systems Group, branded as Cosmo Prof or Armstrong McCall stores, along with its direct sales consultants, sell professionally branded products intended for use and resale by salons to retail consumers. About the role The Field HR Business Partner (HRBP) is a remote based position that requires up to 50% travel. The HRBP is responsible for aligning business objectives with associates and field leadership in their designated Regional Teams. The HRBP serves as a consultant to field management on human resources-related issues. The successful HRBP will act as an associate champion and change agent. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions and formulates partnerships across their Regional Team to deliver value-added service that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the Region and SBH’s financial position, its midrange plans, its culture and its competition. Responsibilities 40% People: Drive recruiting strategies to build a pipeline of talent, identify opportunity areas, and train local teams. Active on LinkedIn and all digital networking platforms and social networks, possesses a strong network of external candidates to fill positions when required. Assess Field Leader’s abilities to determine talent opportunities and their impact on performance. Engage in talent reviews and succession planning, promoting the right talent and building career pathing for high performers. Assessing development needs from a business perspective and taking ownership for addressing them. Develop and implement tools to drive talent development. • Provides guidance and input on business unit restructures, workforce planning and succession planning. Aligning the strategy, structure and culture to maximize the drive for business. • Consistently engages Field leaders regarding their own strengths and opportunities while leveraging IDPs to improve their capabilities. Ensures that the Store Managers engage and develop their teams. Develop and implement tools to drive talent development. • Builds strong working relationships with all business partners. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Use insights from the organization to improve talent and business outcomes. • Develop and administer necessary training to build skills in the areas of leadership, recruiting, engagement, and associate relations. Support Greenhouse, Thrive training and other leadership tools and programs to reinforce skill building. 30% Brand : Through coaching and consulting, work with leaders on the importance and practice of delivering an exceptional customer experience which maximizes sales/KPIs and drives customer loyalty in assigned stores. Understands the competitive landscape by observing and studying the competition to learn about current initiatives/strategies, shares insights with relevant business partners and supervisor. Develops disciplines that drive behavior so all brand standards are met. • Build and nurture a culture of highly engaged associates with leaders to drive passion and commitment for the business that results in improved retention. • Provides day-to-day performance management guidance to field management (coaching, counseling, career development, disciplinary actions). 15% Safety/Loss Prevention: Ensures processes are followed to ensure the store environment is safe at all times for associates and customers; all policies and procedures are followed. Analyzes and utilizes all available reporting. • Lead investigations in addressing associate relation issues and using the data to understand development opportunities to mitigate future issues and minimize company risks. • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. • Provides HR policy guidance and interpretation. 15% Operations: Drives the execution of all company processes through training, management, analysis and continuous improvement. Review staffing levels to leverage payroll and overtime. Ensures support for all processes to support digital strategies are utilized such as Omni-channel fulfillment (SFS/BOPIS). • Analyze and share out reporting on turnover and retention, ER trends, other HR KPI’s, and monitor completion of training, performance appraisals and other Thrive programs. • Partner with Regional Team on business objectives. Participants in regional meetings and calls regularly. • Travel with Regional Director and team frequently to identify strengths and opportunities of the region’s execution of programs, keep a pulse on the culture, identify training needs, and understands market threats and opportunities. Knowledge, skills & abilities requirements • Bachelor’s degree and relevant industry experience • SHRM-CP or SHRM-SCP Certification • Minimum of 8 to 10 years’ experience resolving complex employee relations issues. • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Competencies & attributes Talent Builder • Drives all required activities in the talent development process; Interviews, Performance Appraisals, QPRs, and IDPs • Creates a diverse and inclusive team, actively encourages input from others and listens Team Builder • Driver of information sharing and collaboration. • Actively demonstrates teamwork/collaboration within SBH. Builds and/or participates in effective teams and values the importance of having diverse thoughts and input from various sources. • Can understand the successful outcomes when collaboration occurs. Effective Communicator • Is emotionally astute when communicating and authentic to their own style/self; embraces EQ/Emotional Intelligence • Shares information in a timely manner, always encourages others to express their views and opinions to develop better outcomes Results Driver • Effective at driving and delivering plans, holds self and team accountable to a high standard to deliver objectives • Effective with time management, always focusing on the right priorities and uses resources wisely to drive the right result • Leads and motivates their team, adjusting strategies and plans where needed, demonstrates GRIT with a determination to succeed Problem Solver & Decision Maker • Able to consume relevant data and information to understand business issues and makes recommendations and takes action • Considers the importance and impact of decisions against relevant factors including costs, risks, volume of work and impact on the field leasers and stores. • Optimistic, strategically minded and generally curious about areas impacted by new systems, new processes, and customer behaviors. • Strong technical aptitude. Working conditions & physical requirements • Ability to travel 50% or greater. Attend national and regional meetings as necessary. • The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, retail stores, and residences or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals, etc. The work area is adequately lighted, heated, and ventilated. • The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, files, books, small parts; using a keyboard, driving an automobile, etc. No special physical demands are required to perform the work. Benefits We offer a competitive salary and outstanding benefits package that includes medical, dental, vision, life Insurance, paid vacation and sick days, paid holidays, tuition reimbursement and 401(k) with company match. In addition, associates of SBH may take advantage of our in-house salon with complementary services and a varied selection of food options at our corporate campus. Also, featured at our corporate campus, is both a Sally Beauty and CosmoProf Professional onsite store, where associates enjoy a great merchandise discount! #Li-Remote Come join us at Sally Beauty and be an owner as our Field HR Business Partner. In this remote role with up to 50% travel, you'll partner with field leaders to align people strategies with business goals, provide HR guidance, champion associate engagement, and drive talent and change initiatives across your assigned region. You'll serve as a trusted advisor, helping deliver people solutions that support organizational success.

Requirements

Must-haves

Field HR Business Partner
This is a remote-based position located in the Atlanta, Charlotte and Miami area and requires travel.
About Sally Beauty Holdings, Inc.
Provides guidance and input on business unit restructures, workforce planning and succession planning. Aligning the strategy, structure and culture to maximize the drive for business.
Build and nurture a culture of highly engaged associates with leaders to drive passion and commitment for the business that results in improved retention.
Provides day-to-day performance management guidance to field management (coaching, counseling, career development, disciplinary actions).
Lead investigations in addressing associate relation issues and using the data to understand development opportunities to mitigate future issues and minimize company risks.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Provides HR policy guidance and interpretation.
Analyze and share out reporting on turnover and retention, ER trends, other HR KPI’s, and monitor completion of training, performance appraisals and other Thrive programs.
Partner with Regional Team on business objectives. Participants in regional meetings and calls regularly.
Knowledge, skills & abilities requirements
Bachelor’s degree and relevant industry experience
SHRM-CP or SHRM-SCP Certification
Minimum of 8 to 10 years’ experience resolving complex employee relations issues.
Competencies & attributes
Talent Builder
Drives all required activities in the talent development process; Interviews, Performance Appraisals, QPRs, and IDPs
Creates a diverse and inclusive team, actively encourages input from others and listens
Team Builder
Driver of information sharing and collaboration.
Actively demonstrates teamwork/collaboration within SBH. Builds and/or participates in effective teams and values the importance of having diverse thoughts and input from various sources.
Can understand the successful outcomes when collaboration occurs.
Effective Communicator

Nice-to-haves

None flagged.

Application prep

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Platform: oracle-cloud
Effort: medium

Benefits

Benefits detected in the listing.

Dental

Vision

401(K)