Lead, Teammate Relations - Retail

Values & Innovation

At Under Armour, we are committed to empowering those who strive for more, and the company's values - Act Sustainably, Celebrate the Wins, Fight on Together, Love Athletes and Stand for Equality - serve as both a roadmap for our teams and the qualities expected of every teammate.

Our Values define and unite us, the beliefs that are the red thread that connects everyone at Under Armour. Our values are rallying cries, reminding us why we're here, and fueling everything we do.

Our pursuit of better begins with innovation and with our team's mission of being the best. With us, you get the freedom to go further - no matter your role. That means developing, delivering, and selling the state-of-the-art products and digital tools that make top performers even better.

If you are a current Under Armour teammate, apply to this position on the Internal Career Site Here. 

Purpose of Role

The Teammate Relations Partner is a critical member of Under Amour’s Teammate Relations team. This team is responsible for developing and implementing an employee relations program to effectively and consistently deal with complaints, investigations, and performance issues to promote positive employee relations.  Our goal is to gain a better understanding of team dynamics and provide solutions to improve team functioning.  We proactively address systemic root cause issues that prevent us from meeting our organizational goals.  We do that by leading focus groups, providing performance coaching, and looking into teammate complaints and concerns.  We deal with complex, high-risk, and/or sensitive individual and team related issues, and make recommendations for solutions to address workplace issues with the goal of promoting an inclusive workplace that is free of discrimination and harassment.

Your Impact

• Directly leads investigations involving teammate complaints, workplace concerns, and organizational issues across assigned client groups with minimal oversight, except those involving executive leaders.
• Prepares investigative summaries and reports, assesses relevant facts, policy, precedent, teammate and business considerations, and makes recommendations on appropriate next steps.
• Provides expert advice, counsel, coaching, and consultation to leaders (Sr. Director and below) and HR Business Partners regarding teammate relations best practices, performance management, policies, workplace matters, and employment laws, in partnership with the Company’s In-house Employment Counsel as appropriate.
• Builds strategic partnerships with business leaders and HR Business Partners to understand business priorities, proactively identify teammate relations needs, and provide solutions that support teammate and business outcomes.
• Identifies trends and systemic root causes across assigned client groups and supports strategic solutions through leader capability building, team and individual interventions, change management efforts, and/or changes in strategic direction.
• Recommends internal and external services and resources to address identified gaps and support organizational objectives.
• Supports and coaches managers in developing, delivering, and monitoring Performance Improvement Plans and reviews teammate complaints or concerns regarding the performance management process.
• Serves as a mediator, as appropriate, to facilitate conflict resolution and address challenged team dynamics.
• Creates and delivers team interventions, including New Leader Assimilations, Focus Groups, Listening Sessions, and other interventions based on identified business or teammate needs.
• Conducts onsite and field engagement activities, as appropriate to the assigned client group, to assess the teammate experience, strengthen leader partnerships, identify emerging concerns and trends, and recommend appropriate interventions.
• Conducts exit interviews and analyzes exit survey data and other teammate feedback to identify trends and provide recommendations to strengthen the teammate experience and organizational culture.
• Supports and coaches managers in delivering and executing the corrective action process, including determining the appropriate approach based on the circumstances.
• Drives consistency in policy interpretation and application based on facts, trends, precedent, business context, and partnership across TMR, HR Business Partners, and applicable stakeholders.

Qualifications