Night Operations Assistant Store Manager in Training

Req193296Req193269

Position Purpose:

Night Operations Assistant Store Manager in Training (NOASM-IT) will gain hands-on experience in the key responsibilities and functions of a Night Operations Assistant Store Manager at The Home Depot. The OAM - IT will undergo a comprehensive training program that includes hands-on experience, mentorship, and leadership development. During their training, NOASMs in Training will become familiar with Manager on Duty duties and will focus on overseeing overnight freight operations to ensure the successful execution of core freight handling programs. They will frequently collaborate with Night Replenishment Managers (NRMs) to manage the unload, pack out, and pack down NOASM’s in Training will collaborate with the Store Manager, Assistant Store Managers (ASMs), and field teams and learn to develop and implement strategies that boost sales and profitability, creating actionable game plans for departmental success, and ensuring smooth department operations. NOASM - ITs are expected to lead by example. Additionally, they have a responsibility to uphold, maintain, and support all lawful company policies and positions. During the NOASM-IT training period, which will be up to 6 weeks, you will be learning to execute OASM key responsibilities.

Key Responsibilities:

• 10% - Customer Experience - Supervising Associates in the selling effort and lead GET culture and set the example. Drive customer service and associate engagement through the store; ensure Customer concerns are solved effectively and take necessary actions to resolve situations promptly
• 15% - Operations Management - Perform Opening, Closing MOD and other whole store focus responsibilities. Adhere to all Company policies and procedures and hold associates accountable for following all Company policies and procedures. Command of store standard operating procedures (SOP’s), especially those involving Safety compliance and learn tactics to maintain process accuracy and take steps to mitigate shrink
• 15% - Safety - Ensure self and associates follow all safety and hazmat procedures and Safety Matters guidelines at all times
• 10% - Sales and Productivity - Work with key partners to plan merchandise placement, signing and support stock integrity through inventory management. ASMs in Training will learn how to maintain and operate all store equipment and systems as well as how to manage daily financial operations.
• 50% - Training and Preparing for Assistant Manager Position - Participate in a structured training program covering all aspects of retail store management, including operations, customer service, sales & profitability, and company policies and procedures. Learn and demonstrate tactics to support key accountability: staffing and scheduling, identifying and resolving stock deficiencies, supervisor associates in selling behaviors, resolving customer issues and concerns, and supporting service needs for both installed sales/special orders and product sales. Learn and demonstrate the performance management process, to include review of associate performance and how to execu 153566004 12891 Req193269 Home Depot / THD https://careers.homedepot.com/job/23867248/district-hr-manager-frankfort-ky/ 09-14-2026 District HR Manager
  
  

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:

• 10% Recruitment, Selection & Onboarding - Support Associate Support Department Supervisors (ASDS) selection and development, ensuring readiness for future leadership opportunities. 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.
• 40% Associate Relations & Workplace Culture - 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. Partner with store leadership to foster engagement, recognition, and communication across teams. 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 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. Manage Salesforce case investigations effectively, ensuring timely investigative documentation creation and retention, root-cause analysis, and fair resolution.
• 15% Change Leadership & Business Partnership - Promote and model Company Values and leadership behaviors, reinforcing a culture of inclusion, high-performance and customer focus. Actively participate in district operations and store walks to provide real-time HR insights and coaching. 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.
• 15% Learning, Training & Performance Enablement - Leverage Salesforce, Workday and other HR tools to identify associate and leader skill gaps, and reinforce accountability for development outcomes. Monitor and assess the execution and impact of training plans for both hourly and salaried associates. Facilitate and model a culture of continuous learning, ensuring that coaching and skill development are embedded in daily operations. Partner with store leaders to ensure timely and effective performance management, including feedback delivery, code calibration, and development planning.
• 15% Operational Excellence & Collaboration - 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. 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.
• 5% Talent Strategy & Leadership Development - Champion an inclusive, welcoming, and respectful workforce, leveraging local partnerships to continue building the most highly regarded culture in retail. 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.
  
  

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.
  
  

Physical Requirements:

• Requires intermittent periods during which continuous physical exertion is required, such as walking, standing, stooping, climbing, lifting material or equipment, some of which may be heavy or awkward.
  
  

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:

• No additional qualifications
  
  

Minimum Education:

• The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED.
  
  

Preferred 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.
  
  

Minimum Years Of Work Experience:

• 5
  
  

Preferred Years Of Work Experience:

• No additional years of experience
  
  

Minimum Leadership Experience:

• 5
  
  

Preferred Leadership Experience:

• No additional years of leadership experience
  
  

Certifications:

• None
  
  

Competencies:

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

hr 91 FULL_TIME 0 Frankfort, KY US VIRTU $0.00 - $0.00 true false R anna_thornton@homedepot.com https://homedepot.contacthr.com/153566004 https://homedepot.contacthr.com/153566004.jpg

Competencies:

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