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Sr. Manager, Human Resources - Marketing

Home Depot


Location:
Atlanta, GA
Date:
12/15/2017
2017-12-152018-01-13
Job Code:
112771
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Job Details

Sr. Manager, Human Resources - Marketing - Atlanta GA 30308 Skip Navigation
Job Details

Sr. Manager, Human Resources - Marketing (112771)

GA - Atlanta

  • Date Posted: Dec 5, 2017
  • Company: The Home Depot
  • Travel: None
  • Functional Area: Staffing/Recruitment
  • Position Type: Full-Time
  • Relocation Provided: No




Position Description:
POSITION PURPOSE
The Sr. HR Manager - Marketing partners with leaders to help the business succeed and supports all Human Resources related activity for their assigned client group including talent management, organization effectiveness, associate relations, compensation, performance management, benefits, learning, and staffing. Also supports the execution of companywide Human Resource initiatives for their designated client group.

MAJOR TASKS, RESPONSIBILITES AND KEY ACCOUNTABILITIES

  • Resolves general associate relations issues. Gathers information for investigations. Addresses turnover and looks for trends and problems. Identifies breaches of culture/values that impact workplace. Supports consistency in practice of SOP and employment law.
  • Manages succession planning, management development and performance management in assigned area. Provides tools and facilitates meetings to ensure ongoing development (e.g., 360 degree feedback) and follow-up.
  • Advises management on organization structure changes and decisions. Provides tools (climate surveys, town hall meetings, etc.) to drive cultural change.
  • Provides and trains management on selection and staffing resources and tools. Raises awareness of diversity and methods to increase quality and diversity of candidate pool. May plan, coordinate and attend job fairs.
  • Counsels and coaches management on business decisions related to people issues, leadership and management effectiveness.
  • Represents HR in corporate wide initiatives. May conduct training classes on HR issues and associate orientations.
  • May manage HR projects as required.

NATURE AND SCOPE

  • Typically reports to Sr. Director, Human Resources
  • Generally has no direct reports but has on-going project management responsibility and may provide functional leadership to others who formally report to another manager. Senior HR Managers may have manager reports with a total staff of about five.
  • Typically negotiates in a competitive or adversarial environment.
  • Typically faces situations that have a variety of interpretations and require careful evaluation.
  • Typically considers new approaches within general policies and short-term goals when solving problems.
  • Typically, once given general assignments, determines priorities and defines what should be done and how to do it.

ENVIRONMENTAL JOB REQUIREMENTS

  • Typically requires intermittent periods of concentration and focused attention using one or more senses of low intensity and short duration.
  • Under constant pressure to continuously meet tight deadlines, demanding quotas and/or must regularly deal with difficult situations.


ESSENTIAL SKILLS:
MINIMUM QUALIFICATIONS

  • Must be eighteen years of age or older.
  • Must be legally permitted to work in the United States.

Education Required:
The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Years of Relevant Work Experience:
6 years

Physical Requirements:

Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

Preferred Qualifications:
  • A Master's degree 
  • Eight years experience in Human Resources

Knowledge, Skills, Abilities and Competencies:
  • Partners with leaders in the organization to understand the business strategy and help the business succeed
  • Accelerates business results by embracing, planning and executing effective organizational change
  • Contributes to and helps build the right organizational culture, capabilities and structure
  • Assesses and communicates success through facts, data and metrics
  • Identifies themes of opportunities that impact associate engagement and takes action to address
  • Builds capabilities of associates, teams and the organization
  • Moves the conversation forward toward a better solution, seeks a win/win
  • Supports the building of high-performing teams


We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.

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