Our values start with our people, join a team that values you! #LI-Remote

We are the nation’s largest off-price retailer with over 2,000 stores, and a strong track record of success and growth. Our focus has always been bringing our customers a constant stream of high-quality brands and on-trend merchandise at extraordinary savings. All while providing a fun and exciting treasure hunt experience.

As part of our team, you will experience:

• Success. Our winning team pursues excellence while learning and evolving
• Career growth. We develop industry leading talent because Ross grows when our people grow
• Teamwork. We work together to solve the hard problems and find the right solution
• Our commitment to Diversity, Equity & Inclusion, and our community. We celebrate the backgrounds, identities, and ideas of those who work and shop with us because our differences make us stronger. We strive to be a positive force in our community.

Our Corporate headquarters are in Dublin, CA, we have 3 buying offices in key markets in New York City, Los Angeles, and Boston, and 8 distribution centers nationwide. With 2023 revenues of $20.4 billion, we are a Fortune 500 company who is committed to providing an inclusive work environment with continuous learning opportunities and development for our teams.

GENERAL PURPOSE:

Accountable for daily partnership with Field and Store Leadership on Human Resource (HR) people processes inclusive of talent management, associate relations, HR compliance, etc. in the Puerto Rico market. Responsible for the execution of HR deliverables and creating strategies to positively impact bottom line business initiatives. Executes people initiatives including, but not limited to, strategic workforce planning, performance management, and talent development, while providing partnership and support to related functions in Corporate and Associate Relations. Responsible for driving process execution and consistency in Field and Store management adherence to all HR policies, procedures and practices.

ESSENTIAL FUNCTIONS:

Business Partnerships and Support

• Provide guidance to Field and Store Leadership with interpreting, implementing and communicating policies and procedures, including but not limited to local compliance, personnel, compensation, and benefits requirements.

• Create and update HR process guides to maintain consistent Field and Store execution.

• Recommend HR policy and process changes to Senior Leadership and Corporate partners.

• Act as liaison between Field Leadership and Corporate Partners.

• Assist Field and Store Leadership and HR Services with identifying and resolving potential associate relations issues.

• Ensure Field and Store Leadership is proactively executing a pro-Associate culture and responding with a sense of urgency to any concerns.

• Integrate DEI in key processes and daily actions to elevate company culture to one that exemplifies objective and fair decision making, accountability, and recognition.

• Maintain an employee centric environment by leading with actions that reflect our core values, ensuring that decision making prioritizes the well-being and growth of the team as well as supporting the company culture.

• Special projects and other duties as assigned.

Talent Planning

• Coordinate and facilitate the Succession Planning process and ensure quality plans are in place to proactively address workforce planning forecasts.

• Partner with Field Leadership to identify critical talent planning markets and create impactful strategies and action plans that will enhance key talent planning metrics.

• Partner with Field Leadership and Talent Acquisition to drive consistent execution of the management selection process, including recruiting, interviewing, offer prep, and relocation packages, as applicable.

• Support both Field and Store staffing strategies. Partner with Talent Acquisition, Communications and Marketing teams to develop / recommend recruitment strategies that drive applicant flow.

• Oversee the Field reporting of open leadership positions to ensure accuracy and timeliness.

• Partner with Field Leadership to support New Store Opening Processes, including but not limited to, assessing market needs regarding staffing, training, benefits, wages, labor and associate relations; communicate recommendations to all supporting business partners.

Talent Management

• Ensure execution of the onboarding, training, and assimilation processes for new Field Leaders, in partnership with direct supervisors.

• Consistent execution, reporting, and tracking of Onboarding and Exit Surveys for Field and Store Leaders.

• Support the facilitation of the Management Assessment Process for Store and Field Leaders and ensure quality development feedback is provided in a timely manner.

• Conduct development touch bases with Field and Store Leaders that fosters rapid progress.

• Assist in evaluating Store Leadership developmental training needs and recommend holistic strategies to address.

• Monitor and drive the execution of the annual Field and Store Leadership Performance Appraisal process, including providing guidance to Field and Store Leadership on performance reviews. Analyze review data to identify opportunities with internal parity or external equity issues.

• Consistently monitor and administer all Performance Management programs.

• Review, provide guidance, and approve all performance management documents, accountability and terminations for Field Leaders and all Store Associates.

• Consistent execution of the Field Leader Off-Boarding Process.

Talent Retention

• Create and support Associate retention strategies in partnership with Field and Store teams, including but not limited to, market Entry Rate Reviews, data analysis, Key People Process Training, etc.

• Partner and support the Associate Experience team with Associate Engagement Survey results and action plan execution, and efforts to ensure a pro-Associate culture.

• Assess existing market needs regarding staffing, training, benefits, wages and labor and associate relations; communicate recommendations to all supporting business partners.

• Initiate analysis, reports, and statistical data which may impact Field and Stores HR performance and/or related business initiatives.

• Analyze statistical data to help evaluate and enhance the performance of HR goals in accordance with the HR Scorecard, monitoring and advising on compliance issues as needed.

COMPETENCIES:

• Conflict Management

• Ensures Accountability & Execution

• Develops Talent

• Manages Conflict

• Collaboration

• Business Acumen

• Leading by Example

• Plans, Aligns & Prioritizes

• Communicates Effectively

• Organizational Agility

QUALIFICATIONS AND SPECIAL SKILLS REQUIRED:

• Must be fluent in speaking, reading, and writing in Spanish and English

• Minimum of 5 years progressive HR management experience

• Multi-unit experience

• College degree in Human Resources or related Field preferred

• PHR/SPHR or CP/SCP certification preferred

• Proficient in Microsoft Office 365 and all applications

PHYSICAL REQUIREMENTS/ADA:

This position requires the ability to work in an office environment, including using a computer, attending meetings, working as part of a team, and the ability to communicate with team members and others. Regular attendance also is a requirement of the position.

This role requires regular in-office presence, including attending in-person team interaction, meetings and collaboration, client support, mentoring, coaching, and/or feedback. However, this role can perform duties effectively using a combination of in-office and remote work.#LI-Hybrid

Domestic US Travel 25%-50%

This position is located in Puerto Rico

SUPERVISORY RESPONSIBILITIES:

None

DISCLAIMER:

This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management's discretion.

Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company's overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.