Director, HR Business Partner
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Job Location:
Atlanta, GA - USA
Monthly Salary:
Not Disclosed
Posted on:
18 hours ago
Vacancies:
1 Vacancy
Job Summary
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.
Howyoullmake an impact:
The Director HR Business Partner (HRBP)leadsthe strategic HR partnership for multiple corporate client groupsacross theorganization and directlymanagesa team of HR managers and HR specialists responsible for strategic talent workforce design HR product/service delivery and change enablement.This leader will act as the senior HRpartnertofunctional leaders ensuring HR solutions align to business priorities acrosstheenterprisewhile building the capability and performance of the HR team.
Strategic HR Business Partner50%
Serve as the senior HR partner to functional leaders aligningpeoplestrategies with business priorities across multiple corporate client groups.
Lead talent strategy and workforce planning translating business goals into clearpeopleplans (capability needs succession critical roles and hiring strategies).
Act as a trusted advisor to leaders byanticipatingtalent risks and opportunities co-creating solutions and guiding organization design decisions to improve effectiveness and workflow.
Design and deliver succession and high-potential (HIPO) strategies for critical leadership roles including defining criteriafacilitatingtalent reviews and translating outcomes into development and mobility plans.
Usepeopledata and analytics to inform decisions tell clear value stories and connect HR initiatives to business outcomes through dashboards and regular leadership reviews.
Build strong stakeholder engagement byestablishingregular strategic partnership reviews communicating HRs value andleveragingleader success stories to drive advocacy.
HR Transformation& TeamLeadership 50%
Partner closely with HR Centers of Excellence to ensure clarity across the HR operating model and effective integration of services and solutions.
Drive adoption of HR platforms digital tools and standardized processes that improve efficiency and scalability.
Embed change management into HR initiatives defining success metrics and tracking outcomes such as leader adoption succession coverage and readiness for critical roles.
Reportprogress andimpactof HR transformation efforts to HR leadership and business stakeholders.
Lead coach and develop a team of HR Managers and HR Specialists building strong capability in strategic consulting talent planning andchangeleadership.
Set clear expectations and priorities for the team ensuring high-quality delivery of HR solutions while balancing strategic and operational demands.
Foster a culture of accountability collaboration and continuous improvement within the HRBP team.
WedLove to hear from you if:
Business acumen:Ability to translate enterprise strategy into workforce implications quantify talent risks and connect HR investments to business outcomes.
Peopleleadership and team capability building:Proven experience managing managers and specialists; ability to redeploy capacity coach leadersand create role clarity in an HRoperating model.
Talent management:Proficiencyin leading succession planning HIPO identification leadership development and strategic workforce planning tailored to crossfunctionalbusinesscontexts. Expected to own talent strategies for client groups and deliver measurable bench strength improvements.
Data judgment: Ability to interpretpeopleanalytics craft data stories tied to business KPIsto influence decisions across client groups.
Relationship management: Skill in building trustedc-suite and seniorleader relationships secure buy-in for strategic HR initiatives. Expected to act asequalthought partner to business leaders.
Strategic consulting: Consulting capability to diagnose performance gaps design workforce solutionsguide leaders throughtradeoffsandcocreatelong-term talent plans. Expected to shape business decisions with workforce insight.
Agility: Aptitude for iterative problem solving navigating volatilityand reprioritizing talent efforts quickly across multiple client groups during business shifts.Expected to guide teams through constrained optimization of competing goals.
Must haveskills and experiences:
A minimum of 8 years of proven senior HRBP / strategic talent leadership experience supporting multiple business client groups in large complex organizations preferably including retail or other consumer-facing businesses. Demonstrated success in designing/implementing talent strategies and succession planning for critical roles.
Strong experience using people analytics and translating data into business recommendations; experience working with people analytics or chief people analytics teams to create dashboards and value stories.
Track recordof partnering with senior leaders and influencing crossfunctional stakeholders (COEs IT Finance) to secure buyin and drive adoption of strategic HR initiatives.
Demonstrated changemanagement experience in HR transformation productized HRor HR technology implementations (including stakeholder engagement adoptionplanningand governance
Experience designing orfacilitatingparticipative design or talent workshops and guiding leaders to rank redesign goals and navigatetradeoffs.
Strong communicationand storytelling skills including experience delivering partnership reviews and advocating HR value through leader success stories and measurable impact.
Education and credentials:typicallybachelors degree in HR business organizationaldevelopmentor related field; advanced degree or relevant certifications preferred where applicable.
NOTE: Thisjobdescription is not intended to be all-inclusive.The duties described may be changed or reassigned at the discretion of management and the employee maybe requiredto perform duties that are not listed in thejob description.
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.
Required Experience:
Director
Key Skills
- Category Management
- Channel Marketing
- ABAP
- Administration Support
- Accident Investigation
- AV
About Company
Shop for baby clothing, baby necessities and essentials at Carters.com, the most trusted name in baby, kids, and toddler clothing. Shop our selection of cute baby & kids clothing.
