Senior HR Business Partner, Corporate Strategy

Ross Stores

Dublin (CA)

Hybrid

USD 109,000 - 204,000

Full time

14 days+

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Job summary

Ross Stores is seeking an experienced HR Business Partner (HRBP) to enable growth by proactively assessing needs and delivering talent management solutions. You will partner with senior leaders to drive succession planning, development, and performance management, while guiding organizational change and mitigating risk across multiple client groups.

In this role, you will work with HR centers of excellence, lead initiatives on engagement and inclusion, and ensure HR programs align with business

Qualifications

At least 10+ years of progressive HR experience.
Bachelor’s degree or equivalent in Human Resources, Business, Management, Organization Development or a related field.
SPHR or SHRM-SCP desirable.
Experience with all levels of associates, including C-Suite.
Experience leading projects and fostering a positive working environment.
Experience managing Associate Relations issues.
Experience designing, building, and implementing HR programs, policies, tools, and procedures.
Experience juggling multiple priorities and delivering projects under time, budget, and political pressure.
Proven track record in a fast-paced, growing business environment.

Responsibilities

Build relationships with senior business leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions.
Keep succession planning, career development, and performance management aligned with organizational goals and build bench strength.
Understand the operating model for the BP and assess impact of changes on existing talent.
Facilitate development and execution of talent strategy with BP.
Identify HR’s contribution to client objectives and leverage HR services or programs.
Facilitate career management and planning in alignment with talent management expectations.
Identify and monitor critical metrics to assess impact and results.
Facilitate organizational change management and help leaders align communication, behavior, and infrastructure.
Mitigate risk by ensuring escalation/investigation of performance, conduct, and Associate relations matters.
Needs assessment: support coverage and identify emerging talent issues; leverage feedback and HR COE teams; communicate proactively.
Monitor Culture and Drive Change: adopt HR policies, educate leaders, drive engagement and inclusion; partner with HR Centers of Excellence.
Cooperate to provide seamless HR operations to client organizations; support HR initiatives year-round.