Retail HR Business Partner

PRIMARY OBJECTIVE OF THE POSITION:

To proactively meet the Human Resources (HR) needs of assigned retail regions by serving as a first point of contact and consultant on a broad range of HR topics including in the areas of employee relations, performance management, and legal compliance. To provide comprehensive administrative support for Human Resources (HR) programs, policies, and initiatives for assigned areas.

This position will work remote based in the Atlanta, GA market to support retail stores in GA, FL, TN, and LA.

MAJOR AREAS OF ACCOUNTABILITY:

1. Works effectively with retail store and regional leadership, within a remote work environment, to build and maintain a relationship of trust and collaboration in support of assigned areas. Plays the role of support, conscience, voice of reason and business partner, managing the relationship between the best interest of the location and compliance with Human Resources policies and best practices.

2. Responds promptly to retail... employee inquiries and concerns in addition to providing employee relations guidance to managers to ensure effective application of company policies/procedures and company culture and minimize legal risks, complaints, charges and turnover.

3. Conducts effective, thorough, and objective investigations when employee complaints, misconduct or other concerns are brought forth within assigned regions. Ensures investigations are done in a timely manner, documented appropriately, and the necessary corrective action is implemented to appropriately manage any risk. Ensures all investigations are done in a legally compliant manner.

4. Coaches retail managers in the areas of complex employee relations issues, employee management, talent development, change management, succession planning, and team effectiveness. Provides advice, guidance, and interpretation of HR policies and statutory regulations and laws. As needed, seeks additional support from Lead Retail HR Business Partner and/or legal counsel.

5. Identifies, advocates for, and implements Human Resources best practices across the retail division; simplifies or reduces non-value-added processes. Helps the business identify and resolve opportunities for increased efficiency or decreased bureaucracy. Enables and ensures compliance in regulated practices pertinent to department. Advocates for employee involvement and empowerment in decision making.

6. Assists with the development, communication, and administration of the Company's Human Resources policies, procedures, and practices.

7. Serves as a subject matter expert for federal and state regulations and ensures accurate and appropriate strategies and tactics are in place. Demonstrates balanced advocacy for employees and the business. Complies with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker's compensation, Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

8. Initiates and supports recruiting activities to fill all exempt-level vacancies for assigned regions. Evaluates applicant qualifications within the Company's Applicant Tracking System (ATS) by reviewing applications and conducting initial interviews. Coordinates the pre-employment screening process including criminal background check process. Provides recruiting support for non-exempt level positions on an as needed basis or as assigned.

9. Supports the Company's performance management process which includes the annual review process, Individual Development Plans (IDPs), and disciplinary actions. Consults with business managers and reviews all disciplinary actions prior to being given to employees to ensure consistency, legal compliance, and equitable treatment for all employees.

10. Provides general administrative support to the Human Resources functions, such as ensuring employment transactions are processed in a timely manner, time keeping functions are completed, responds to unemployment claims, and filing of employment records including managing files according to the record retention policy.

11. Ensures workers compensation reports are filed in a timely manner and that Occupational Safety and Health Administration (OSHA) logs are complete and current. Works with supervisor to follow through on case management to expedite return to work to minimize cost and monitors claims for problems and quick resolution. Partners with supervisor and the Safety Manager to provide recommendations on various safety issues,

while minimizing the number of on-the-job accidents and illnesses. Complies with all federal and state safety regulations.

12. Assists with the Company initiated programs including, but not limited to, charitable giving, wellness activities,

benefits enrollment, engagement initiatives and celebrations. Adapts programs to meet audience as needed, implements and monitors progress.

13. Stays current with changes and the latest trends in the Human Resources discipline. Recommends approaches, policies, procedures, and projects to achieve continuous improvements and meet the changing needs of the organization.

14. Keeps supervisor informed of important developments, potential problems, and related information necessary for effective management. Coordinates and communicates plans and activities with others, as appropriate to ensure a coordinated work effort and team approach.

15. Performs other duties as apparent or assigned.

QUALIFICATIONS:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and-or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Bachelor's degree in a behavioral science or related area.
• At least 3 years of related Human Resource support experience.
• At least 1 year Retail field experience preferred.
• Professional in Human Resources (PHR) certification preferred, not required.
• Strong internal customer service focus.
• Demonstrated ability to remotely build relationships, handle conflict resolution and influence decisions.
• Strong administrative and organizational skills.
• Knowledge and experience with HRIS and timekeeping systems required.
• Proficient in using Microsoft Office applications including Word, Excel, Outlook, and PowerPoint.
• Demonstrated ability to handle multiple and varied projects.
• Demonstrated ability to interact effectively with all employee levels.
• Handles confidential information with the utmost judgment and discretion.
• Ability to communicate effectively, both orally and in writing, with a wide variety of customers, Company personnel and others.
• Ability to travel to store locations for up to 25% of time for up to one week at a time and on short notice when necessary.
• Demonstrates Northern Tool + Equipment's 12 Core Competencies

PHYSICAL DEMANDS:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Frequently required to sit, use hands to handle objects and talk or hear.
• Frequent wrist and/or hand movement is required.
• Occasionally required to stand, walk, and reach with hands and arms.
• Must occasionally lift and/or move up to 10 pounds.
• Specific vision abilities required include close vision, distant vision, and the ability to adjust focus.

SUPERVISION OF OTHERS:

None