Senior Manager, Human Resources (Supply Chain)

Ross Stores; Fort Mill (SC); Hybrid; USD 120,000 - 170,000; Full time

Job summary

Ross Stores is seeking a Sr. Manager, Human Resources to serve as a strategic HR leader for the Corporate Supply Chain.

You will partner with senior leaders to shape talent and associate experience strategies that drive growth, culture, and risk mitigation. You will lead initiatives across talent management, workforce planning, change management, and operational excellence, acting as a bridge between business leadership and HR Centers of Excellence to deliver scalable, data-driven solutions that

Qualifications

• 8+ years of progressive HR experience in HR Business Partnership, Generalist or talent-focused roles within a large, complex organization.
• Demonstrated experience supporting HR Strategy and enterprise-scale initiatives.
• Strong background in Associate Relations, Talent Management and Workforce Planning.
• Proven change management expertise with experience supporting business transformation.
• Experience partnering with executive level leaders and influencing across functions.
• Experience working within a shared services or COE delivery model strongly desired.
• Understanding of/or willingness to learn the intricacies of life working in a distribution center environment.
• Passion for building a best-in-class culture and delivering engaging Associate experiences.

Responsibilities

• Partner with HR Shared Services to ensure consistent, timely resolution of HR transactions and escalations.
• Analyze workforce HR metrics to identify trends, measure impact and inform strategic decisions.
• Drive continuous improvement by refining scalable HR processes that improve efficiency and the Associate experience.
• Assist V.P., HR, with day-to-day support of Corporate Supply Chain Associates as HR point of contact.
• Serve as an HR Advisor to Leaders, influencing enterprise and functional strategy through talent insights.
• Align workforce planning, succession planning and performance management with business needs.
• Anticipate HR implications of business strategy and transformation initiatives.
• Mitigate organizational risk by overseeing associate relations matters in line with policy and law.

Skills

HR Strategy

Talent Management

Workforce Planning

Change Management

Employee Relations

Leadership Influence

Education

Bachelor’s degree in HR or related field

HR Certification (SPHR or SRM-SCP) preferred

Job description

Our values start with our people, join a team that values you!

Bring your talents to Ross, our leading off-price retail chain with over 2,200 stores, and a strong track record of success and growth. Our focus has always been bringing our customers a constant stream of high-quality brands and on-trend merchandise at extraordinary savings. All while providing a fun and exciting treasure hunt experience.

As part of our team, you will experience:

• Success. Our winning team pursues excellence while learning and evolving
• Career growth. We develop industry leading talent because Ross grows when our people grow
• Teamwork. We work together to solve the hard problems and find the right solution
• Our commitment to Diversity, Equality & Inclusion, and our community. We celebrate the backgrounds, identities, and ideas of those who work and shop with us because our differences make us stronger. We strive to be a positive force in our community.

Our Corporate headquarters are in Dublin, CA, we have 3 buying offices in key markets in New York City, Los Angeles, and Boston, and 8 distribution centers nationwide. With 2023 revenues of $20.4 billion, we are a Fortune 500 company who is committed to providing an inclusive work environment with continuous learning opportunities and development for our teams.

GENERAL PURPOSE

The Sr. Manager, Human Resources serves as a strategic HR leader and trusted advisor to Sr. leaders across Supply Chain Corporate Functions. This role is accountable for shaping and executing enterprise talent and associate experience strategies that enable business growth, strengthen culture and mitigate risk.

The Sr. Manager, Human Resources leads high-impact initiatives across talent management, associate experience, change management, workforce planning and HR operational excellence. Acting as a bridge between business leadership and HR Centers of Excellence, this role ensures the delivery of scalable, data-driven and people-centered solutions that enhance engagement, performance and organizational effectiveness.

This role operates under the strategic direction of the V.P., Human Resources supporting and executing HR Strategy, enterprise programs and organizational priorities as delegated by the V.P.

ESSENTIAL FUNCTIONS

HR Operational Excellence & Analytics

• Partner with HR Shared Services and tiered support to ensure consistent, timely resolution of HR transactions and escalations.
• Analyze workforce HR metrics (e.g., engagement, turnover, performance outcomes) to identify trends, measure impact and inform strategic decisions.
• Drive continuous improvement by refining scalable HR processes that improve efficiency, consistency and the overall Associate experience.
• Assist V.P., HR, with direct, day-to-day support of Corporate Supply Chain Associates serving as HR point of contact for HR work, including but not limited to, answering Associate policy questions, partnering with People Leaders to address Associate performance issues, conducting and monitoring compliance of annual trainings, supporting HR led processes like mid-year and yea-end Focal processes, New Hire Orientation and Annual Associate Survey, supporting recruiting efforts.

Strategic HR Business Partnership

• Service as an HR Advisor to Leaders, influencing enterprise and functional strategy through forward-looking talent and workforce insights.
• Partner with Leaders to align workforce planning, succession planning and performance management with current and future business needs.
• Anticipate and assess HR implications of business strategy, transformation initiatives and operating model changes.
• Mitigate organizational risk by overseeing complex associate relations matters, ensuring appropriate escalation, investigation and resolution in alignment with policy and employment law.

Associate Experience, Engagement & Culture

• Drive an integrated Associate experience strategy across Distribution Centers and Corporate Supply Chain, aligned to enterprise growth and transformation priorities.
• Lead the development and measurement of engagement initiatives, including annual surveys, translating insights into actionable strategies that improve retention and performance.
• Champion a strong, inclusive culture by embedding engagement, belonging and leadership expectations into the Associate lifecycle.
• In partnership with the VP, HR and SMEs, build, champion and scale programs that reinforce Ross’ commitment to a best-in-class Associate experience in the DCs and the Corporate Supply Chain.

Talent Strategy & Workforce Planning

• In partnership with the VP, HR, lead and influence talent strategies including succession planning, career development and leadership capability building.
• Provide strategic guidance on talent needs and future capabilities required to support long-term business growth.
• Support critical talent reviews and calibration processes, ensuring consistency, quality and leader accountability.

Change Management & Communications

• In partnership with the VP, HR, lead enterprise and functional change management strategies that enable successful adoption of organizational changes while minimizing disruption.
• Partner with Sr. Leaders and Communication teams to develop clear, compelling and aligned messaging that drives engagement and transparency.
• Support leaders through periods of transformation by coaching on communication, role clarity and change leadership behaviors.

COMPETENCIES

Drives Results

Plans, Aligns & Prioritizes

Analysis and Quality Decision making

Ensures Accountability & Execution

Collaborates and builds Relationships

Organizational Agility

Manages Conflict

Business Acumen

QUALIFICATIONS & SPECIAL SKILLS REQUIRED

• 8+ years of progressive HR experience in HR Business Partnership, Generalist or talent-focused roles within a large, complex organization.
• Demonstrated experience supporting HR Strategy and enterprise-scale initiatives.
• Strong background in Associate Relations, Talent Management and Workforce Planning.
• Proven change management expertise with experience supporting business transformation.
• Experience partnering with executive level leaders and influencing across functions.
• Experience working within a shared services or COE delivery model strongly desired.
• Understanding of/or willingness to learn the intricacies of life working in a distribution center environment.
• Passion for building a best-in-class culture and delivering engaging Associate experiences.
• No task too small mentality, with the drive to follow through on every initiative and ensure that projects meet each deadline, budget commitment and milestone.
• Demonstrated consulting skills with the ability to quickly pivot to changing organizational needs.

EDUCATION / CERTIFICATIONS

• Bachelor’s degree in HR, Business or related field required; advanced degree preferred.
• HR certification (SPHR or SRM-SCP) preferred.

PHYSICAL REQUIREMENTS

Job requires ability to work in an office environment, primarily on a computer

Requires sitting, standing, walking, hearing, talking on the telephone, attending in-person meetings, typing, and working with paper/files, etc

Consistent timeliness and regular attendance

Vision requirements: Ability to see information in print and/or electronically

Some travel required

This role requires regular in-office presence, including to engage in in-person team interaction, meetings and collaboration, mentoring, coaching, and/or feedback

However, this role can perform duties effectively using a combination of in-office and remote work

SUPERVISORY RESPONSIBILITIES

None at this time

DISCLAIMER

This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management’s discretion.

Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.