Regional Senior HR Manager (Retail Stores)

Serving the needs of all families with young childrenCarters Inc. is the largest North American apparel retailer exclusively for babies and young children encompassing Carters OshKosh Bgosh Skip*Hop and Little Planet brands. Meaningful work constant learning genuine people and a community guided by core values that promote inclusion and innovation is in everything we do. There are many reasons to build your career at Carters.

HOW YOULL MAKE AN IMPACT:

The Regional Senior HR Manager (Retail Stores) is a strategic and hands-on HR leader responsible for driving a people-first inclusive and high-performance culture across a multi-site retail region. This role serves as a trusted thought partner to Regional and Field Leaders translating business objectives into effective talent and organizational strategies.

As a change champion the Regional Senior HR Manager provides full-cycle HR leadership - coaching leaders strengthening engagement mitigating risk and developing future-ready talent - while modeling Carters core values and building trust at every level of the organization.

Employee Relations (50%):

• Develop and implement people strategies that enhance organizational effectiveness employee engagement and operational performance
• Serve as a strategic advisor to Regional Vice Presidents Directors and District Leaders on performance management workforce planning and succession strategies
• Lead and conduct complex employee relations investigations ensuring timely resolution consistent documentation and compliance with company policy and employment law
• Champion a proactive positive employee relations approach that promotes trust transparency and open communication across the region
• Coach and guide leaders on corrective action performance improvement plans and difficult employee conversations ensuring consistency
• Support leader guidance for performance review processes ensuring quality feedback and development planning
• Educate and train leaders on company policies talent best practices and relevant employment legislation
• Partner cross-functionally to identify trends address root causes and implement long-term solutions to prevent recurring issues

Talent Development / Planning (30%):

• Lead and execute regional talent strategies to build a strong diverse leadership pipeline aligned to current and future business needs
• Partner with Regional and Field Leaders to develop and maintain robust succession plans at the District Manager and Store Management levels
• Collaborate with HQ Talent Acquisition to drive recruiting strategies including sourcing interviewing and selection for critical stores and District Manager roles
• Champion high talent standards by identifying developing and promoting leaders who embody the companys culture and values
• Partner with Learning & Development to deliver leadership development programs that improve retention engagement and readiness for advancement
• Provide ongoing actionable feedback and career coaching to District Managers and Store Leaders to accelerate performance and growth
• Support employer branding and outreach initiatives that strengthen talent pipelines and promote diversity

HR Process / Operations (20%):

• Analyze people and business metrics (e.g. retention engagement turnover employee experience) to identify trends and recommend data-driven solutions
• Leverage people analytics to anticipate workforce risks and support strategic decision-making
• Lead and support change management efforts related to organizational initiatives and business transformations
• Champion company diversity and inclusion initiatives through education leader capability-building and inclusive organizational practices
• Monitor employee engagement and sentiment proactively addressing issues and driving action plans to improve retention and performance
• Provide HR leadership support at regional district and company-wide meetings including content development and platform presentations

WED LOVE TO HEAR FROM YOU IF:

Must Have:

• Ability to travel up to 30%
• 10 years of progressive HR experience with significant focus on employee relations
• Proven experience supporting multi-site retail or field-based organizations
• Deep knowledge of employment law ER investigations and performance management
• Demonstrated ability to influence senior leaders and drive change in fast-paced environments
• Valid drivers license

Preferred:

• Bachelors degree in Human Resources Business or related field
• Prior retail management or operations leadership experience
• Experience leading large-scale change or transformation initiatives

MAKE A CAREER AT CARTERS:

• Career Development: Success starts from within and we have several paths from which you can choose to enhance your career evolution. From Carters University to Toastmasters to mentorship programs and more we encourage you to utilize these tools to elevate your professional prowess.

Compensation for this position ranges from $140000 - $170000 annually based on skills and experience.

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Carters is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race color religion gender gender identity sexual orientation national origin genetics disability age veteran status or any other status protected by federal state or local law.