Come work for us!

We are looking for dedicated employees to join our team to help our customers have the best experience possible every time they enter a JD Finish Line store.

Our employees are key to our success.

The Associate Regional People Business Partner (APBP) is primarily responsible for assisting the Regional People Business Partner (RBPB) in creating an optimal employee experience for retail team members within a designated region. This role supports the execution of company policies and procedures, performance management, employee relations, HR compliance and crisis management, supporting the People department objective of JD Finish Line being an Employer of Choice. This role is works closely with retail leaders through collaboration and frequent in-store presence, ensuring that practices and operations are in compliance with local legislation, as well as providing ongoing coaching services to retail leadership enabling them to best serve the customer and meet business objectives. This individual This individual will effectively exhibit JD Finish Line’s core values of Customer, People, Winning, Community and Financial Responsibility in everything they do by performing the following key duties:

• Assists the RPBP with investigating employee relations issues, including analyzing evidence, applying relevant laws, policies, and precedents in order to reach conclusions.  Partners with the RPBP when providing decisions and recommendations for corrective action. 

• Provides general information regarding company and governmental rules, regulations, policies and procedures and provides solutions to assist with resolution of basic manager inquiries or employee grievances by exercising independent judgment. 

• Partners closely with HR Compliance and the RPBP to stay abreast of employment law changes and ensure the company remains compliant to local, state and federal legislation.

• Acts as the HR triage and uses judgment, precedent, corporate policies and procedures to determine incident severity and priority. Escalates matters to the RPBP. 

• Works closely with management to ensure performance correction notices are implemented and retained.

• Provides backup support to the RPBP regarding general inquiries and/or employee grievances.

• Guides management in the correct and consistent application of policies and procedures.

• Assists the Legal Department in researching and gathering documentation regarding EEOC claims and litigations.

• Partners with the RPBP and Learning & Development and assists with retail SOPs, development plans, performance improvement plans, & team development.

• Supports with messaging to best resonate and keep employees informed of key information in the most effective manner

• Fosters and maintains effective partnerships across the organization.

• Assists with the communication of new policies and procedures.

• Assists the Legal Department in researching and gathering documentation regarding EEOC claims and litigations. 

• Maintains confidentiality and sensitivity to all issues.

• Additional duties and projects as required.

Required Education and/or Experience

Bachelor’s degree (B.A.) from a four-year college or university, preferably in human resources, business or other relevant focus, and 1–3 years related HR business partnering, employee relations, HR compliance, HR generalist administration, or other relevant HR experience, or equivalent combination of education and experience. 

Required Computer and/or Technical Skills

Should have basic to intermediate knowledge and abilities with Google Suite and/or Microsoft equivalents, as well as a basic understanding of functions and relationships of information in HRIS software. Should have the capabilities to evaluate and embed new technological solutions into practice. 

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed 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.

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.