Manager - HRBP Stores - REMOTE (Denver Area)

At DICK’S Sporting Goods, we believe in how positively sports can change lives. On our team, everyone plays a critical role in creating confidence and excitement by personally equipping all athletes to achieve their dreams.  We are committed to creating an inclusive and diverse workforce, reflecting the communities we serve.

If you are ready to make a difference as part of the world’s greatest sports team, apply to join our team today!

OVERVIEW:

This remote position requires candidates to be based in the Denver area and involves extensive travel within the surrounding districts (Denver North/South and Omaha) to support our stores and teammates.

As the HR Manager at DICK’S, you will play a crucial role in shaping our organizational culture and ensuring the success of our workforce. This position requires a strong understanding of human resources principles and the ability to adapt to the ever-evolving retail industry. You will work closely with various teams and leaders to implement HR strategies that support our business goals while focusing on employee development, engagement, and retention. This role is responsible for supporting 3-4 districts within the Stores operational structure and anywhere from 25-40 store locations. The role will directly partner with those respective business leaders (District Managers, Store Managers, etc.) on their end-to-end businesses including talent, culture, and capability.

Performance Management

• Administer performance evaluation processes, ensuring fair and consistent reviews across the organization, and influence future processes in partnership with Talent COE.

• Work with managers to establish performance improvement plans and provide guidance on performance-related matters.

Talent Management & Development

• Implement and influence training and development programs to enhance employee skills, knowledge, and career growth.

• Oversee onboarding processes and provide ongoing coaching to foster a culture of continuous learning.

• Lead succession planning in partnership with district leadership to anticipate future trends, their implications, and apply appropriate talent strategies to address gaps.

• Leverage real-time coaching, assessment, and observation to develop and position talent for future leadership success.

Employee Relations

• Serve as a point of contact for teammates, addressing their concerns, resolving conflicts, and promoting a positive work environment.

• Conduct or supervise investigations and maintain appropriate documentation for employee-related issues and disciplinary actions.

Talent Acquisition

• Ensure recruitment processes and best practices are adopted, and effectively prioritized to meet staffing needs across districts. Support district in seeking talent acquisition expertise when experiencing unique staffing challenges and hard to hire situations.

• Help to attract and select top talent in partnership with the TA strategy and department including creating job descriptions, conducting interviews, and assessing candidates for fit and potential.

• Promote and execute data-driven decision-making methods to select diverse and high-caliber talent.

HR Policies & Compliance

• Ensure the company's HR policies and procedures comply with applicable labor laws and regulations.

• Provide guidance on legal and ethical employment practices to all levels of management.

• Drive consistent and equitable deployment of compensation and benefits programs, ensuring proactive engagement and alignment on market analyses, regulatory responses, and critical policy changes to ensure competitive salary structures, benefits packages, and incentive plans.

Culture & Change

• Utilize HR metrics and data analysis to make informed decisions and recommendations for continuous improvement.

• Generate reports and deliver insights to the business on HR-related KPIs, workforce analytics and cultural dynamics to influence positive change.

• Promote diversity, equity, and inclusion initiatives to create a culturally diverse, equitable and inclusive workforce with a strong sense of belonging.

QUALIFICATIONS:

• Bachelor's Degree

• Human Resources or related field Master's Degree preferred

• 7-10 years experience

• Solid understanding of employment law and policy administration