Sr. Area Human Resources Business Partner Manager

The Sr Area Human Resources Business Partner Manager is responsible for supporting the stores in all HR generalist activities. Responsibilities include payroll administration, recognition programs, policy implementation and administration, employee relations, compensation, training, development, benefits, counsel and special projects as assigned.

Essential Functions

Ensures stores are in compliance with all State & Federal laws; religious accommodations, as well as Belk policies and procedures

Communicates and administers associate merit and commission plans

Responsible for training new HR Associates and the ongoing development of existing HR associates

Relocation liaison for new hires and transferees

Ensures corrective process is conducted when needed and performance issues are documented and addressed

Ensures termination process is well documented and procedures are followed

Identify opportunities for enhancing the work environment and improving retention

A general list of typical interactions with internal and external clients.

The Senior Manager will collaborate with the Vice President of Human Resources, as well as Sr. Manager of Loss Prevention, all business partners in Workforce Management, Compensation and Benefits, Learning and Development, Performance Management, Group and Regional VPs in Stores, to develop materials and ensure the company and Zone key strategies, new programs and initiatives can be easily understood and executed

Consults with management, providing HR policy review and HR guidance when appropriate

Analyzes trends and metrics in partnership with the HR COEs to develop solutions, programs and policies.

Partners to resolve employee relations issues. Conducts effective, thorough and objective investigations.

Advocates for a positive employee experience at each phase of the employee life cycle.

Assists in the creation of development plans for high potential employees and identifies high potentials at all levels for current- and future-state critical roles

Executes elements of the work environment strategies to increase productivity, employee performance, and employee satisfaction and design metrics to track the effectiveness of these initiatives.

Required Qualifications

7-9 years of applicable experience

Knowledge, Skills, & Abilities

Knowledge of principles and procedures for training , compensation and benefits , HR information systems

Knowledge of company policies and procedures

Knowledge for division wide human resources planning and development

Advanced Excel, Word and PowerPoint

Provide functional guidance for administrative support needs

Demonstrated ability to effectively support and influence leaders across a large, geographically dispersed multi-unit environment, balancing enterprise priorities with local business needs

Ability to manage complex HR matters across 80+ locations, prioritizing competing demands while maintaining consistency, compliance, and business continuity

Strong decision-making skills with the ability to assess risk, analyze multiple factors, and provide sound recommendations in ambiguous or high-impact situations

Ability to provide trusted counsel and guidance to operational leaders on sensitive and high-stakes employee relations, talent, and organizational decisions

Ability to influence outcomes and drive resolution in challenging situations while balancing employee experience, operational effectiveness, and risk mitigation .

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