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 evolvingCareer growth. We develop industry leading talent because Ross grows when our people growTeamwork. We work together to solve the hard problems and find the right solutionOur 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 7 distribution centers nationwide. With 2022 revenues of $18.7 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.

　　Come see what’s in store: https://jobs.rossstores.com/creative/about

　　GENERAL PURPOSE:

　　Accountable for daily partnership with Field Leadership on Human Resource (HR) people processes by providing strategic succession planning, execution in performance management, and training & development in multiple Regions and Field Loss Prevention. Responsible for maximum performance execution of HR deliverables and in creating strategies to positively impact bottom line business initiatives. Executes Great People initiatives including, but not limited to, strategic workforce planning, talent management, and skill development and management training, 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 practices.

　　The base salary range for this role is $92,900 - $139,500. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location.

　　Benefits offered to all Associates include Accident, Critical Illness, Vision, Auto, Home, and Pet insurance programs; Associate Discount, Identity Protection, Associate Purchase Program, Benefit Hub Discount Mall, Employee Assistance Program and Commuter Benefits, 401K (service requirements), Employee Stock Purchase Program, Ross Cares Fund, College Discounts, Sick Pay (where legally required) and Referral Bonuses. In addition, all Full-Time Associates, including FT Retail Associate, Area Supervisor, Assistant Store Manager and Store Manager, are eligible for extended benefits offered including Medical/Dental/Vision Health Insurance, Legal Insurance, Vacation Buy, Flexible Spending Account, Health Savings Account, Life/ADD Insurance, Long- Term Disability, Enhanced Maternity and Parental Leave Benefit, Vacation Pay accrued at a rate of 15 days/year, 15 Personal and Company Holidays. AS, ASM and SM Associates in Stores and Exempt Corporate and Merchandising roles are also eligible to receive a Bonus based on individual and business performance.

　　ESSENTIAL FUNCTIONS:

　　Talent Planning

　　• Coordinate and facilitate the Field 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 (ex: TTF, Bench, Depth Chart, IPR, TO, MAP execution, etc.)

　　• Partner with Field Leadership and Talent Acquisition to drive consistent execution of the management selection process, including interviews, profile execution, offer prep, and relocations, if applicable.

　　• Support Field Leadership with 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 the Open Position Report (OPR) and Field Staffing Report (FSR)

　　• Partner with Field Leadership to support New Store Opening (NSO) and Going Out of Business (GOB) 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 NIR Field Leadership (DMIT, DM, ALPMIT, ALPM) onboarding, training, and assimilation, in partnership with direct supervisors.

　　• Consistent execution, reporting, and tracking of Onboarding, Stay, and Exit Surveys.

　　• Coordinate and facilitate DMIT MAP and ensure quality MAP feedback is provided in a timely manner.

　　• Conduct IDP touch bases with assessed Store Managers.

　　• 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 (Focal) Process, including providing guidance to Field Leadership on performance reviews. Analyze Focal 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 exempt Field and Store Leadership.

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

　　Talent Retention

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

　　• Partner and support Associate Experience with TRUE Voice 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.

　　Business Partnerships and Support

　　• Provide guidance to Field Leadership with interpreting, implementing and communicating policies and procedures, including but not limited to personnel, compensation, and benefits, and redirecting Associates when necessary.

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

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

　　• Act as liaison between Field Leadership and Corporate Partners.

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

　　• Ensure Field Leadership is proactively executing a pro-Associate culture and are 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.

　　• Instill and infuse TRUE culture and our Values in everything we do. Exhibit TRUE behaviors and approach decision making from the TRUE lens.

　　• Special projects and other duties as assigned.

　　COMPETENCIES:

　　• Building Effective Teams

　　• 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:

　　• Minimum of 5 years progressive HR management experience

　　• Multi-unit experience

　　• College degree in Human Resources or related Field preferred

　　• PHR/SPHR certification preferred

　　• Proficient in Microsoft Office 365 and all applications

　　PHYSICAL REQUIREMENTS/ADA:

　　q 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 position may be performed remotely anywhere within the United States.#LI-Remote

　　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.