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Regional Stores HR Manager - Southeast

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Position: Regional Stores HR Manager- Southeast
Department: Store Operations
Reports to: Sr. Manager, Stores HR ? U.S. & Canada
Direct Reports: No
FLSA Status: Exempt
Location: Chicago, IL - Remote area
Job Purpose:
This Regional Stores HR Manager is responsible for ensuring the execution and implementation of HR processes and will direct all regional human resources activities including (but not limited to) full cycle recruiting, employee relations, compensation administration, benefits administration, training, organizational development and employee services for the specified region. This region covers 156 stores and partners with 14 District Managers and 1 Regional District Manager.
Deliverables:
Perform searches for qualified store management candidates according to relevant job criteria, using computer databases, networking, internet recruiting resources, cold calls, and employee referrals
Develop and deploy candidate sourcing practices including targeted resume search, job postings, referrals, and direct sourcing where necessary (headhunting)
Screen and evaluate applicants for competence, background and skill set, as well as overall ability to fit and thrive within the organization
Build effective and communicative relationships with candidates to enhance customer service levels and produce a high offer closure rate
Partner with Regional, District, and Store Management to review, manage and optimize team performance through Performance Management, Succession Planning and Employee Development.
Guide Associates on the most appropriate means and methods of mediation between line management and employees ensuring that all actions are legal and adhere to Forever 21 policies
Provide detailed hands-on assistance and guidance to Regional, District, and Store Teams for cases involving highly-sensitive subjects such as sexual harassment and/or discrimination
Develop Regional, District, and Store Management to generate recommendations regarding employee investigations, next steps and level of disciplinary actions.
Directly process complaints for the highest profile or sensitive cases including those involving Store Management and above.
Act as the second level escalation point for District Managers and Store Managers concerning high sensitivity HR guidance cases
Provide proactive and corrective on-the-ground Performance Management, Succession Planning and Employee Development training to Regional Managers, District Managers, Store Management and Stores HR associates
Acts as a resource to the Training and Development department in the implementation of training programs in their region



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