Senior Manager of Human Resources - Finance & Construction

DICK'S Sporting Goods; Coraopolis (Allegheny County); Vor Ort; USD 100.000 - 150.000; Vollzeit

Zusammenfassung

DICK’S Sporting Goods is seeking a Senior Human Resources Manager to act as a trusted strategic partner to leadership across Finance and Construction teams. You will shape future-ready talent, organization, and workforce strategies to enable transformation and drive outcomes.

Lead HR programs with senior leaders, manage payroll budgets, and work with Recruiting, Compensation, Benefits, and Learning & Talent Management to ensure HR practices align with business needs.

Qualifikationen

• Bachelor's degree in Human Resources or related field; relevant experience considered.
• 7–10 years of HR experience with knowledge of employment law and policy administration.

Aufgaben

• Act as a strategic partner to senior leaders across multiple functions to drive HR initiatives.
• Lead organizational development, talent management, and succession planning programs.
• Oversee employee relations, investigations, and policy interpretation with a focus on engagement and retention.
• Coordinate with Compensation, Benefits, Recruiting, and Learning & Talent Management to align HR practices with business needs.
• Review HR analytics with leadership to guide workforce strategies and risk mitigation.
• Supervise HR professionals and mentor the team to achieve department goals.

Kenntnisse

Leadership

People management

Ausbildung

Bachelor's Degree in Human Resources

7-10 years HR experience

Jobbeschreibung

At DICK’S Sporting Goods, we believe in how positively sports can change lives. On our team, everyone plays a critical role in creating confidence and excitement by personally equipping all athletes to achieve their dreams. We are committed to creating an inclusive and diverse workforce, reflecting the communities we serve.

If you are ready to make a difference as part of the world’s greatest sports team,

Overview

The Senior Human Resources Manager serves as a trusted strategic business partner to leadership teams across multiple functions within the Finance and Construction organizations. This role works proactively with leaders to shape future‑ready talent, organization, and workforce strategies, anticipating capability needs, evolving operating models, and enabling transformation through people. The position plays a critical role in aligning human capital strategies with technology priorities to drive sustained organizational effectiveness and business outcomes.

Business Partner

• Act as a thought partner with the various senior leaders (Directors thru SVP) along with their respective leadership teams to develop and lead strategic HR processes, organizational development initiatives, and aligning HR programs and initiatives with business objectives.
• Partner with VP of HR to assist in driving organizational change initiatives, ensuring smooth transitions and leadership and teammate buy in.
• Work closely with all Human Resource functional groups, such as Recruiting, Compensation, Benefits, and Learning & Talent Management to develop HR practices that align with the strategic needs of the business.
• Conduct root cause analysis, in partnership with leadership, to determine strengths and opportunities within each functional group as it relates to employee engagement, turnover, retention and talent development. Actively provide solutions and recommendations.
• Regularly review HR analytics to assess trends and report findings back to leadership to proactively develop strategies to capitalize on strengths and mitigate risk.
• Manage payroll budget for assigned client groups. Partner with leaders as needed to fund requests, promotions, market adjustments.

Employee Relations

• Handle complex employee relations issues and investigations, ensuring fair and consistent outcomes.
• Respond reactively to critical employee relations issues and concerns. Resolve issues and foster a positive employee/employer relationship by offering alternative solutions.
• Investigate employee situations including claims of harassment, policy complaints, disciplinary issues, ethics complaints and employee performance.
• Provide advice and consultation for employees on policy interpretation, EAP issues, employee conflict across all levels of the organization.
• Act as liaison between employees and core HR in terms of benefits, payroll, leaves of absence, etc.
• Foster a culture of engagement that values diversity and inclusion

Talent Management & Retention

• Collaborate with leaders to identify talent gaps, succession planning, and talent development strategies to ensure a strong and capable workforce.
• Facilitate the talent management process annually. This includes goal setting, talent review, performance review and check-ins.
• Manage through succession planning activities in partnership with hiring managers, recruiting and compensation. Own internal promotions, transfers and hires and terminations end to end.
• Partner with Compensation to coordinate administration of the Wage and Salary program in alignment with market conditions. Participate in annual market reviews by ensuring job descriptions are accurate, complete and reflect the needs of the role.
• Influence and coach leaders to take more accountability for talent and leadership development and to model desired behaviors.

Team Leadership and Development

• Supervise and mentor a team of HR professionals, within and outside of immediate management responsibilities, fostering their growth and development to achieve departmental and organizational goals.

Qualifications

• Bachelor's Degree in Human Resources or related field, relevant experience considered
• 7-10 years of experience, including solid understanding of employment law and policy administration. Previous experience in a retail organization is a plus

Virtual Requirements

At DICK’S, we thrive on innovation and authenticity. That said, to protect the integrity and security of our hiring process, we ask that candidates do not use AI tools (like ChatGPT or others) during interviews or assessments.

To ensure a smooth and secure experience, please note the following:

• Cameras must be on during all virtual interviews.
• AI tools are not permitted to be used by the candidate during any part of the interview process.
• Offers are contingent upon a satisfactory background check which may include ID verification.

If you have any questions or need accommodations, we’re here to help. Thanks for helping us keep the process fair and secure for everyone!