Principal, HR Business Partner

About

Macy’s is proudly America’s Department Store. For more than 160 years, Macy’s has served generations at every stage of their lives. Customers come to us for fashion, value and celebration. The Macy’s HR team puts colleagues at the center of everything we do.

Are you passionate about helping people grow and develop? Do you love getting people the resources they need to be successful? With approximately 100,000 employees to support, Macy’s Human Resources offers a variety of options for your HR career - from compensation and benefits to talent acquisition and beyond! You’ll work with a team of collaborative HR professionals responding to the dynamic needs of our business functions.

 

Job Overview

The HR Business Partner Director is responsible for ensuring alignment between the business operations and HR strategy, practices and objectives. The incumbent has a keen understanding of the business’ strategy, developing and executing creative solutions using experience, data analyses, and relevant organizational resources.

The HR Business Partner Director provides consulting and coaching to departmental leaders and managers in order to support the business’ vision, mission, and overall objectives.

The associate is also responsible performing other duties as necessary.

 

Essential Functions

Talent Development:

• Identifies talent needs, risks and gaps; creates and oversees execution of a plan to address using talent management tools and resources. Facilitates, executes and/or participates in Talent Reviews/Succession Planning roundtables for business partners, leading the entire process across the business unit/function as required.
• Support the implementation of business unit specific development strategies. Drives or coordinates the delivery of existing programs or development of new solutions to close gaps and build bench strength.

Business Unit / HR Strategy Execution:

• Translates business unit strategy and creates short and mid-term business unit specific HR initiatives in support of the business strategy for assigned clients.
• Develops, aligns and executes HR programs and initiatives; drives to successful completion in support of business unit plans.
• Monitors progress against metrics and milestones, informing leaders as appropriate and making recommendations as needed.
• Change / Culture / Engagement:
• Manages and implements change management initiatives and may be accountable for leading a portion or work stream of a larger change management strategy.
• Consults with internal or external partners to assess, design and implement change management strategies/programs for business unit/HR initiatives; brokers with partners to provide the right resources for the initiative to ensure successful outcomes.
• Develops strategies and programs to fit the needs of the organization; consults on change impact of process improvement initiatives.
• Monitors progress against metrics and milestones, coaching business unit leadership as needed throughout the change.

 

Core Competencies:

• Business Acumen: Awareness and knowledge of and insight into the organization’s vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to apply this understanding appropriately to diverse situations. Knowledge, insight, and understanding of business concepts, tools, and processes that are needed for making sound decisions in the context of the company’s business; ability to apply this knowledge appropriately to diverse situations.
• Leadership Expertise: Exhibit Macy’s leadership commitments of promoting diversity and inclusion, encouraging growth, creating connections and driving performance.
• Change and Communications: Knowledge of and ability to align the organization’s people and culture with changes in business strategy, organizational structure, technology and business processes.
• Strategic Thinking: Understands business issues and opportunities and translates or aligns them to a vision, strategy and plans to chart a course of action.
• HR Functional Proficiency: Knowledge of major responsibilities, accountabilities, and organization of the HR function or department; ability to use and administer the organization’s HR policies, strategies and environment.
• Solution Orientation: Knowledge of techniques and tools that promote effective analysis and the ability to determine the root cause of organizational problems and create alternative solutions that resolve the problems in the best interest of the business.
• People Management: Ability to establish and build healthy working relations and partnerships with internal and external customers/clients. Creates and sustains high performing teams committed to exceeding business goals.
• Talent Develop