The Estee Lauder Companies HR Manager Field and POS in North Carolina
HR Manager Field and POS
Brand: Estée Lauder Companies
Partners with the business to implement an impactful people strategy focused on field and point of sale populations to ensure the delivery of attraction, development, retention and metrics with a heavy in store presence. People Strategy focuses on a broad range of HR responsibilities including employee relations, talent acquisition, performance management, leadership and career development, engagement, compensation, culture, compliance, benefits and employee programs.
The HR Manager understands the business and strategy and ensures alignment between them.
HR Business Partner Responsibilities:
Identify and share insights to Director regarding issues and themes in the business to proactively drive the employee life cycle.
Uses and analyzes data to make business cases for needs with local and regional leadership.
Interprets and evolves policy and processes to support a fair, positive, productive work environment.
Partners closely with Regional Retail Human Resources Director and Global Retail Capability; and collaborates with local Human Resources and the Global Retail HR Community on an ongoing basis.
Develops and executes action plan (talent acquisition, succession planning, etc.) to achieve local business goals and objectives.
Ability to identify and provide insights to Director across employee life cycle (local competitors, employee relations issues).
Work collaboratively with Employee Services to maintain understanding of HR systems, processes, policies and practices. Align and educate peers, direct reports and managers to ensure compliance.
Talent Acquisition and Development
Leads Talent planning process in partnership with local leaders and guides talent development across market.
Coaches POS leaders on developing their teams and handling employee relations.
Partners with Talent Acquisition on developing local approach for needs analysis and attracting top retail talent with emphasis on priority doors.
Assists with talent selection process for key roles/doors.
Demonstrates success in managing complex employee relations issues:
conducting investigations and hearings
providing advice and coaching to managers
negotiating with outside counsel
Excellent knowledge of employment legislation (across states) and regulatory factors
Proven mediation skills
Maintains a pulse on employee engagement through frequent market visits and ongoing dialogue with employees via regular focus groups.
Serves as employee advocate and ensures the voice of the employee is considered in all decisions.
Leverage insights from exit/engagement surveys to address turnover themes and opportunities.
- Acts as an agent of change and steward of culture in all transformational initiatives
The High-Touch Leadership Competencies provide the framework to build and grow the skills, knowledge, and behaviors in each employee to lead from every chair. Everyone is expected to lead in every position. All of the High-Touch Leadership Competencies are important to success. However, in each position there are three competencies that are imperative for job success.
- Embraces and Initiates Change: Distinguishes what to preserve and what to change. Has the courage to
initiate and lead the changes that drive success.
- Develops Talent and Capabilities: Identifies and cultivates essential skills and attributes to maximize
individual contribution and engagement.
- Builds Collaborative Relationships: Builds relationships based on trust and respect. Promotes the inclusion
of diverse knowledge, skills, and experiences to achieve results.
- Strives for Excellence in Execution: Proactively seeks ways to improve personal and organizational
effectiveness to meet current and future business needs. Learns equally from successes and failures.
Minimum Education level: 4 year college
Minimum Years of Experience: 5
% Travel Time: 50%
Required Language Proficiency: None
Licenses or Certifications: None
Additional Job Specifications (e.g., physical demands, working conditions, equipment/machinery, specific skills, etc.):
Position requires minimum 5 year’s related experience in Human Resources
Extensive experience and demonstrated success in Field/Retail HR and expertise in Employee Relations
Natural relationship builder with strong influencing and negotiating skills
Strong analytic and problem solving skills
Strong commercial and marketplace awareness
Ability to prioritize workload and demonstrate agility in decision making
Excellent organizational skills
Knowledge of legal and regulatory factors including relevant employment laws.
Excellent interpersonal and communication skills
Ability to deal with ambiguity & confidential information
Ability to learn new systems & processes
Ability to act as local geographical expert on the retail marketplace
Ability to understand business P&L and key business drivers within
Job: Human Resources
Primary Location: Americas-US-North Carolina
Job Type: Standard
Shift: 1st (Day) Shift
We are an equal opportunity employer. Minorities, women, veterans, and individuals with disabilities are encouraged to apply. Job Number: 1818373