Director, HR Business Partner

Overview

At PGA TOUR Superstore, we’re always seeking enthusiastic, self-motivated, and flexible individuals who share a passion for helping transform our business. As one of the fastest-growing specialty retailers, we’re dedicated to hiring selfless team players from different backgrounds to influence the growth of our organization. As part of the Arthur M. Blank Family of Businesses, PGA TOUR Superstore is dedicated to cultivating a family-like culture among our Associates. This culture fosters a sense of belonging and camaraderie, driven by our vision to inspire people through golf and tennis.

Position Summary

As the strategic HR Business Partner, you will play a crucial role in delivering HR plans and strategies for our business units, directly impacting their Key Performance Objectives. Your expert-level HR guidance and strategic partnership will be instrumental in the development of our clients’ plans and programs.

Assess overall training and leadership development requirements for respective business units in collaboration with the Vice President of Human Resources. Implement development programs and tools to drive store performance and develop people. Determine current and future assessment and development needs and priorities for business clients.

Duties and Responsibilities:

• Builds and leverages relationships with cross-functional teams (e.g., Total Rewards, Talent Acquisition, People Systems, and Learning & Development to deliver on high-priority projects and initiatives.

• Serves as a liaison with other HR teams to coordinate the development and execution of HR programs, systems, and processes.

• Manages and resolves associate relations issues with urgency and integrity, leveraging support from key stakeholders (e.g., legal, compliance, etc.).

• Responsible for driving associate engagement, ensuring survey results are shared, and action plans are created and monitored throughout the year.

• Analyzes HR data (turnover, hiring metrics, engagement) in partnership with the HR team and business leaders to develop solutions, programs, and policies.

• Reviews and provides HR policy guidance and interpretation.

• Identifies training needs for business units and individual executive coaching needs.

• Provide leadership, coaching, and direction on HR-related strategic matters directly impacting the business, such as restructuring, workforce planning, and succession planning.

• Coaches and influences leaders from a people perspective, developing their people management/leadership skills and constructively challenging their behaviors/actions.

• Drives and facilitates change by being a change advisor and implementer for your designated business units.

• Facilitate performance management processes, including goal setting, feedback, and performance reviews, ensuring alignment with business objectives.

• Associate Champion - ensures the “People Agenda” is high on the business agenda.

• Responsible for implementing the talent strategy for designated business units, which includes the management of the talent review, high-potential development plans, and succession plans.

• Execute the following programs: new leader onboarding and engagement action planning.

• Accountable for the implementation of assessment for development strategy and utilization of tools as designated by COE (e.g., 360).

• Responsible for executing the diversity and inclusion strategy.

• Partners with Leaders to identify and develop relevant solutions to support business objectives.

• Collaborate with Leadership Development and Talent Acquisition COEs to ensure that priorities are established, synergies are realized, and resources and best practices are effectively shared and leveraged.

Qualifications and Skills Required:

• 6+ years of progressive HR experience partnering and collaborating with business leaders

• Bachelor’s degree or equivalent required, PHR preferred.

• Demonstrable experience in partnering with managers on all people and organization-related situations by proactively identifying issues, asking good questions, recommending solutions, and providing advice.

• Ability to advise and influence all levels of managers on sophisticated employee-related issues.

• Strong facilitation and conflict-resolution skills

• Ability to collaborate with cross-functional teams to influence or support a project or initiative.

• Demonstrated practical verbal and written communication skills to provide information to clients, vendors, senior management, and staff.

• Abili