Specialist, Human Resources (Tier 2.5)

GENERAL PURPOSE:

The HR Specialist will mitigate risk for the organization and drive engagement by managing timely responses to Associate concerns raised through various communication avenues.  The HR Specialist will execute prompt, timely, thorough, and proactive responses to Alertlines, 3rd party charges (DOL), leadership concerns, Associate correspondence, social media, and any other form of communication.  The HR Specialist will monitor, validate, and ensure compliance with internal HR protocols, processes, and procedures throughout the investigation process.  The HR Specialist will work with the HR Services Leadership team and legal partners to provide documentation, reports, investigative files, or records as needed.  The HR Specialist provides counsel and guidance within established SLEs to Field, Store, and Distribution Leaders and Corporate Leaders and Associates, including policy interpretation, disciplinary guidance, performance management, and recommendation/approval of involuntary separations.  

The base salary range for this role is $62,400 – $85,800.  The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location.  The range listed is just one component of the total compensation package for employees.  Other rewards vary by position and location

ESSENTIAL FUNCTIONS:

Associate Relations:
•    Conduct remote investigations as assigned by the Director/HR Manager/Supervisor identified through Case Management, Alertline, Social Media, and other modes of communication.
•    Follow HR Services investigations to ensure consistency and mitigate risk.  Enter case notes and supporting documentation, including reporting and video from investigations into the Case Management system daily and in a timely/thorough manner.
•    Work with business partners to create a specific, measurable, actionable, realistic, and time-bound action plan with appropriate accountability within the investigation plan.
•    Advise on Corrective Action Guidelines adherence and counsel Leadership on policy violation disciplinary action to ensure consistency.
•    Assist Leadership in redirecting Associates when necessary and formulating action plans with Leaders when potential associate problems are identified.
•    Provide counsel and guidance to Field Leaders, Distribution Leaders and Corporate Leaders, appropriate HR Business Partners and Associates.  
•    Review and approve involuntary separation requests for Stores and Distribution Centers.  Escalate as necessary.
•    Facilitate and engage in ADA Interactive conversations based on requests from business units, documenting in the case management system and following up as needed.
•    Work with the Supervisor to interpret HR policies and procedures.  Assist Field, Store, Distribution, and Corporate Leaders in redirecting associates when necessary; formulate action plans with managers when potential associate problems are identified.
•    Work with Supervisor to provide analytics and make recommendations to HR Leadership regarding potential associate relations issues based on trends.
•    Gather critical data (reporting, associate files, policy sign-offs, etc.) to assist Investigators in responding to allegations, 3rd Party charges, Unemployment claims, etc.
•    Coordinate and investigate Department of Labor claims as assigned.  Attend state hearings as required, communicate with leaders on compliance standards, and partner with the Finance Team on the issuance of settlement payments as ordered.  Track, record, maintain records, and partner with Legal as needed.
•    Guide Field, Store, Distribution, and Corporate Leaders in implementing and communicating policies and procedures. 
Compliance:
•    Meet established Service Level Expectations (SLE’s), including expected case closure productivity and days to close.
•    Follow all HR Services Investigations protocols and communications processes.
•    Final Pay and effective scheduling within guidelines.
•    Recommend follow-up on appropriate disciplinary action for repeat compliance issues.
Training:
•    Assist in evaluating Human Resource training needs based on trends identified in case management; recommending training topics to be presented for Field, Store, Distribution, and Corporate Leaders
Analysis / Research:
•    Recommend HR Policy and process improvement recommendations to the Manager/Supervisor in response to changing needs or trends.
•    Monitor final pay and effective scheduling compliance within guidelines.
•    Special projects and other duties as assigned

COMPETENCIES:

•    Communicates Effectively     
•    Plans, Aligns, and Prioritizes    
•    Collaboration    
•    Leading by Example
•    Manages Conflict
•    Ensures Accountability and Execution
•    Business Acumen
•    Organizational Agility

QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:

•    Two or more years of HR experience preferred
•    Bachelor’s degree preferred
•    Some investigation experience preferred
•    Demsontrates the ability to deal with ambiguity
•    Excellent oral and written communication skills
•    Work independently
•    Excellent analytical and customer service skills
•    High attention to detail and accuracy
•    PowerPoint, Excel, and Word proficient.

PHYSICAL REQUIREMENTS/ADA:

Job requires ability to work in an office environment, primarily on a computer. 
Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc. 
Consistent timeliness and regular attendance.  
Vision requirements: Ability to see information in print and/or electronically.
The position may be performed remotely anywhere within the United States.  

SUPERVISORY RESPONSIBILITIES:

None

DISCLAIMER

This job description is a summary of the primary duties and responsibilities of the job and position.  It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities.  Contents are subject to change at management’s discretion.

Ross is an equal employment opportunity employer.  We consider individuals for employment or promotion according to their skills, abilities and experience.  We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce.  Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.