Senior HR Manager - People & Purpose and Legal

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:

As the Sr. HR Manager supporting the People & Purpose and Legal departments, you will play a key role in driving HR strategies that foster a high-performing, engaged, and inclusive workforce. This position requires a strong understanding of HR principles and the ability to support dynamic and evolving teams. You will partner closely with leaders across People & Purpose and Legal to implement initiatives that enhance talent management, employee engagement, and organizational effectiveness. This role will focus on developing and retaining top talent, strengthening workplace culture, and ensuring HR strategies align with business objectives to support the success of these critical functions.

This is a full time hybrid (remote on Monday and Friday, in office on Tuesday, Wednesday, and Thursday) role located in Coraopolis, PA.

Business Partner

• Act as a thought partner with the various senior leaders (Directors thru SVP) along with their respective leadership teams to develop and lead strategic HR processes, organizational development initiatives, and aligning HR programs and initiatives with business objectives.

• Partner in driving organizational change initiatives, ensuring smooth transitions and leadership and teammate buy in.

• Work closely with all Human Resource functional groups, such as Recruiting Compensation, Benefits, and Learning & Talent Management to develop HR practices that align with the strategic needs of the business.

• Conduct root cause analysis, in partnership with leadership, to determine strengths and opportunities within each functional group as it relates to employee engagement, turnover, retention and talent development.  Actively provide solutions and recommendations.

• Regularly review HR analytics to assess trends and report findings back to leadership to proactively develop strategies to capitalize on strengths and mitigate risk.

• Manage payroll budget for assigned client groups.  Partner with leaders as needed to fund requests, promotions, market adjustments.

Employee Relations

• Handle complex employee relations issues and investigations, ensuring fair and consistent outcomes.

• Respond reactively to critical employee relations issues and concerns.  Resolve issues and foster a positive employee/employer relationship by offering alternative solutions.

• Investigate employee situations including claims of harassment, policy complaints, disciplinary issues, ethics complaints and employee performance.

• Provide advice and consultation for employees on policy interpretation, EAP issues, employee conflict across all levels of the organization.

• Act as liaison between employees and core HR in terms of benefits, payroll, leaves of absence, etc.

• Foster a culture of engagement that values diversity and inclusion

Talent Management & Retention

• Collaborate with leaders to identify talent gaps, succession planning, and talent development strategies to ensure a strong and capable workforce.

• Facilitate the talent management process annually.  This includes goal setting, talent review, performance review and check-ins.

• Manage through succession planning activities in partnership with hiring managers, recruiting and compensation.  Own internal promotions, transfers and hires and terminations end to end.

• Partner with Compensation to coordinate administration of the Wage and Salary program in alignment with market conditions.  Participate in annual market reviews by ensuring job descriptions are accurate, complete and reflect the needs of the role.

• Influence and coach leaders to take more accountability for talent and leadership development and to model desired behaviors.

Team Leadership and Development

• Possibility to supervise and mentor a team of HR professionals, within and outside of immediate management responsibilities, fostering their growth and development to achieve departmental and organizational goals.

QUALIFICATIONS:

• Bachelor's Degree in Human Resources or related field, relevant experience considered

• 7-10 years of experience, including solid understanding of employment law and policy administration. Previous experience in a retail organization is a plus

• Experience with a HR Data system required

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