Manager, People Business Partners (Commercial)

The Manager, People Business Partners (Commercial), drives JD Finish Line’s People Partnership strategy for all Front of House corporate functions, including JD Finish Line’s Merchandising, Marketing, Digital, and Customer Care departments, as well as DTLR’s Corporate and Supply Chain/DC operations. Key focus areas of ownership include but are not limited to employee relations, talent analytics, performance management, org design, succession planning and organizational development. This leader is accountable for driving strategic and actionable talent plans that enable a high performing organization by providing coaching services to business partners and supporting employees in their career journeys. This leader should effectively exhibit JD Finish Line’s core values of Customer, People, Winning, Community, and Financial Responsibility, performing the following key duties: 

• Leads strategic talent advisory services to support business groups across JD Finish Line’s Commercial functions and DTLR’s Corporate functions (e.g. employee relations, talent mapping, succession planning, performance management), with the ultimate goal of enabling organizational success through highly effective talent attraction and retention efforts that position JD to hire and retain high performing talent. 

• As a leader in the JD Finish Line People department, proactively expands leadership accountability beyond the People Business Partner team, influencing department level decision making and strategy curation, and supporting peer leaders in their team’s endeavors.

• Leveraging the employee voice, feedback, and data, along with comprehension of the overall department and company strategy, identifies and delivers on annual PBP strategic objectives, projects and initiatives enabling a high performing organization.

• Ensures timely and accurate completion of team duties such as exit interviews, ER case entry in ERMS, stay interviews, new hire check-ins, departmental check-ins, succession data collection, etc., ensuring that data collected is accurate and complete for optimal decision making; develops individual and team KPIs and success measurements to drive performance

• Holds key ownership role in leading, evolving and executing the JD Finish Line employee relations strategy, in partnership with retail PBP leadership; shares best practices with other fascias’ employee relations leadership groups to maximize on thought sharing. 

• Oversees and manages the full employee relations portfolio for the Commercial functions, directing investigation activity; approving terminations and disciplinary action; supporting litigation; escalating “critical tier” cases to appropriate partners in Legal and People department leadership.

• Partners closely with HR Compliance and Legal leadership ensuring the company remains compliant to local, state and federal legislation.

• Continuously grows direct reports’ skill sets by providing development and training opportunities around employment law, compliance, performance coaching, etc., curating a culture of continuous development and growth.

• In partnership with the Manager, People Business Partners (Back of House), develops repeatable performance and policy progressive discipline process and philosophy, with streamlined tools and resources to coach consistently across the organization, while remaining flexible to custom solutions as needs call.

• Partners with senior leadership to advise on org structure decisions, inclusive of compensation committee support, ensuring promotional criteria are met and personnel changes are equitable, consistent, fiscally responsible, and ultimately support business need.

• In partnership with the Manager, People Business Partners (Back of House), oversees and holds responsibility for the evolution of the performance management process, inclusive of co-ownership of the annual merit process; researches industry trends in development and to keep performance review, feedback, and development initiatives fresh, innovative and best-in-class.

• Creates dashboarding and analytics that measure success of strategic initiatives; partners with technical experts to automate and bring visibility, transforming how data is used at the forefront of decision making; reports key data on a defined, recurring basis to leadership, along with overviews of how the data is being used to drive organizational performance

• Analyzes all available data points not in silos but as collective insights, inclusive of exit interview results, turnover, ER c