District Human Resources Manager (Springfield, MA market)

Req180386

Candidates must reside within Springfield, MA or surrounding areas, as this multi-site role supports multiple locations.

Position Purpose

The District Human Resources Manager (DHRM) is a key business partner responsible for driving talent readiness, associate engagement, compliance, and organizational effectiveness across a district of 6–13 stores. The DHRM aligns people strategies with business goals and Company Values, leading efforts in talent management, leadership development, associate relations, and workforce planning to build strong teams and sustain a positive, inclusive, and high-performing culture.

Key Responsibilities

Talent Strategy & Leadership Development

• Drive salaried succession planning and talent pipeline development through consistent talent planning and leadership evaluation.
• Partner with leaders to create individual development plans and facilitate meaningful career growth discussions.
• Champion an inclusive, welcoming, and respectful workforce, leveraging local partnerships to continue building the most highly regarded culture in retail
  
  

Recruitment, Selection & Onboarding

• Partner with store and district leaders to ensure quality and consistency in hiring and assimilation of both internal and external talent.
• Support hourly and salaried hiring initiatives, including local job fairs, internal development forums, and community partnerships.
• Oversee the onboarding experience for new leaders, ensuring timely system access, mentoring, and engagement in district learning plans.
• Support ASDS selection and development, ensuring readiness for future leadership opportunities.
  
  

Learning, Training & Performance Enablement

• Monitor and assess the execution and impact of training plans for both hourly and salaried associates.
• Partner with store leaders to ensure timely and effective performance management, including feedback delivery, code calibration, and development planning.
• Facilitate and model a culture of continuous learning, ensuring that coaching and skill development are embedded in daily operations.
• Leverage Salesforce, Workday and other HR tools to identify associate and leader skill gaps, and reinforce accountability for development outcomes.
  
  

Associate Relations & Workplace Culture

• Serve as a trusted advisor and first responder for associate relations issues, workplace incidents, and investigations, partnering closely with AR and Legal as needed.
• Manage Salesforce case investigations effectively, ensuring timely investigative documentation creation and retention, root-cause analysis, and fair resolution.
• Partner with store leadership to foster engagement, recognition, and communication across teams.
• Manage the accommodation process for stores in their district by partnering with associates, leaders, and centralized resources to ensure timely documentation, consistent communication, and compliant return-to-work and accommodation plans that support associate wellbeing and business continuity.
• Lead HR Town Halls and follow-up on action items from both townhalls and Voice of Associate survey results, ensuring accountability for progress and improvement.
  
  

Change Leadership & Business Partnership

• Partner with district leadership to align people strategies with business goals, driving results through talent, engagement, and organizational effectiveness.
• Support change initiatives such as new store openings, closings, restructurings, and strategic realignments.
• Actively participate in district operations and store walks to provide real-time HR insights and coaching.
• Promote and model Company Values and leadership behaviors, reinforcing a culture of inclusion, high-performance and customer focus.
  
  

Operational Excellence & Collaboration

• Partner with the HR Service Center to ensure accuracy and consistency in staffing, transactions, and associate records.
• Leverage AI-enabled HR tools and people analytics (e.g., workforce trends, engagement, attendance, associate relations case drivers) to surface insights, anticipate risk, prioritize actions, and coach leaders on data-backed decisions that improve associate experience, compliance, and district performance.
• Maintain readiness and partnership protocols for labor relations and emergency response events.
• Participate in district meetings and business reviews as a key HR advisor and thought partner.
  
  

Direct Manager/Direct Reports:

• DHRM position reports to a Regional HR Director.
• 6-13 ASDSs have a dotted-line reporting relationship to the DHRM.
  
  

Travel Requirements:

• Typically requires overnight travel 20% to 50% of the time, depending on geographical area of store placement.
• Travel to store locations daily. Often times, travel to multiple stores per day is necessary.
  
  

Physical Requirements:

• There is frequent opportunity to move about when in a store, requiring continuous physical exertion such as walking and standing. On rare occasions there may be a need to move or lift light articles.
  
  

Working Conditions:

• Typically located in a comfortable indoor area. There may be regular exposure to mild physical discomfort from factors such as dust, fumes or odors, temperature extremes, loud noise, strong drafts, or bright lights.
  
  

Minimum Qualifications:

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

Preferred Qualifications:

• Bachelor’s degree in human resources or related field
• Analytical, with knowledge and experience in operational, sales and management.
• Retail/Operational experience; multi-unit experience
• Ability to work a flexible schedule
• Demonstrates strategic thought leadership
  
  

Minimum Education:

• 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.
  
  

Preferred Education:

• No additional education
  
  

Minimum Years of Work Experience:

• 5
  
  

Preferred Years of Work Experience:

• No additional years of experience
  
  

Minimum Leadership Experience:

• None
  
  

Preferred Leadership Experience:

• Track record of influencing different levels of leadership without authority
  
  

Certifications:

• None
  
  

Competencies:

• Develops Talent
• Decision Quality
• Plans & Aligns
• Manages Conflict
• Drives Engagement
• Drives Results
• Collaborates
• Communicates Effectively
• Manages Ambiguity