URBN Supply Chain HR Business Partner

Role Summary

Human Resource Business Partner, Supply Chain

Role Responsibilities

Overview: 

The  HRBP, Supply Chain is an advisor to leadership and managers with regard to all people matters. Responsible for supporting, leading and executing HR and Talent functions within an area of the  Supply Chain network. The HRBP is the liaison between the Supply Chain and URBN people related Shared Service departments. The HRBP also plays a role in supporting employee experiences and is a thought partner to the leadership teams on topics such as talent development, organizational design, change management, project management, performance management, employee engagement, HR Operations and leadership while fostering a culture aligned with URBN values.  

Primary Duties & Responsibilities: 

 

HR Leadership 

• Oversee and ensure consistency with on-site HR Teams.  

• Serve as an advisor to leadership on all people-related matters. 

• Support organizational design and change management initiatives including operational updates and changes. 

• Partner with Sr HRBP, HRBP – WFM, Finance and Talent teams on adherence to compensation strategy, annual merit, bonus, and long-term incentive planning. 

• Understand and interpret people and data analytics to support business decisions  

• Lead the execution of change management strategies for HR initiatives, ensuring alignment across locations. Partner with cross-functional leaders to drive adoption, minimize resistance, and foster a culture of continuous improvement  

• Drive consistency and alignment in people related decision making throughout the SC HR organization 

• Drive results by identifying skill gaps, implement targeted training programs, and fostering a culture of continuous learning and collaboration, resulting in increased employee engagement and performance. 

 

Talent Development & Performance Management 

• Talent Mapping and Talent Development – Support leadership team through (annual)talent mapping and calibration exercises. Collect nominations for Talent Development (TD) programs, check-in on program participants, support follow-up activities and next steps.  

• Participate in interview process for key leadership roles  

• Support location staffing decisions and strategy in partnership with Talent Acquisition  

• Drive adoption and impact of Learning and Development content effectiveness. Aligning offerings with talent strategies and partnering with business leaders to ensure alignment to business growth and development.   

• Align and execute talent development and performance management processes  

• URBN Connects (URBN’s annual performance management program with 4 touch points throughout the year) – support training and communication efforts to drive participation rate and program efficiency. 

• Year-end reviews and Goal-Setting – Feb to mid-April 

• Mid-year reviews – Aug. to Sept. 

• Assessment and review of all employees  

• Development Plans – Support managers with the creation of development plans as part of annual performance management process as well as off-cycle where necessary.  

 

Employee Engagement & Culture  

• Employee Engagement Survey – drive response rate in the sites, support communications 

of survey results to the leaders, facilitate information sharing and action planning efforts for support locations.  

Employee Lifecycle Survey – support administration of the program including checking-in after a new hire’s first month in the business 

• Employee Engagement Initiatives & Culture – Drive site adherence and support, planning and coordination of special engagement initiative programs to build a culture of engagement Driving employee well being strategy 

HR Operations 

 

• HR Compliance: Oversee HR operations including employee relations, investigations, accommodations, and compliance with employment laws (ADA, FMLA, EEO, etc.). Ensure consistency across all SC Locations. Collaborate with Legal and Shared Services to mitigate risk and ensure policy alignment. Escalating to Sr. HRBP and HR Director for alignment as needed.  

• URBN Compensation programs communications support; ensure follow up between Leadership / HR on topics including Annual Merit, Bonus Ad