Senior HR Business Partner

As a Senior HR Business Partner at Princess Polly, your responsibilities will include serving as a trusted advisor to retail leadership on employee relations, overseeing compliance with labor regulations, and implementing initiatives that foster a positive workplace culture. You'll also manage performance frameworks, support change management processes, and enhance the employee experience through surveys and feedback mechanisms.

To qualify for the Senior HR Business Partner position at Princess Polly, you need at least 6 years of HR experience, with four years specifically as an HR BP in a multi-site, high-volume retail environment. Additionally, a strong understanding of employee relations, U.S. employment laws, and proficiency in HR systems like Workday or ADP is essential.

Princess Polly places a strong emphasis on diversity and inclusion, actively encouraging applicants from all backgrounds for the Senior HR Business Partner role. We believe that different perspectives enhance our business and contribute to a more vibrant workplace culture, allowing you to thrive and make meaningful contributions.

As a Senior HR Business Partner at Princess Polly, you'll be responsible for designing equitable performance management frameworks which include clear guidelines for performance reviews, progressive discipline, and growth plans. Your role integrates coaching retail leaders to align these systems with company values and drive high performance.

The Senior HR Business Partner position at Princess Polly offers a competitive salary range of $90,000 - $100,000 per year. We value the expertise and contribution our HR professionals bring to the team and aim to provide a rewarding compensation package.

In my previous role, I was heavily involved in managing employee relations issues by conducting impartial investigations, resolving conflicts, and providing guidance to team leaders. I approach such matters with empathy and a strong understanding of labor laws to ensure fair resolutions.

In my last position, I designed an employee feedback system that included engagement surveys and exit interviews, leading to a significant reduction in turnover rates. This initiative highlighted areas for improvement in our workplace culture and allowed us to take actionable steps toward enhancing employee satisfaction.

I utilize a comprehensive change management framework that includes communication planning, stakeholder engagement, and training sessions. By providing clear information and support during transitions, I help ease anxieties and foster acceptance among employees.

I maintain thorough knowledge of current labor laws and regularly review company policies to ensure alignment. Additionally, I conduct training sessions for leadership to emphasize the importance of compliance and implement policy adjustments as necessary.

I focus on personalized coaching by first understanding their unique challenges and then providing tailored guidance and resources. Regular one-on-one meetings help create a supportive environment for open dialogue, enabling leaders to grow in their roles effectively.

My approach to performance management involves setting clear expectations, continuous feedback loops, and regular check-ins to monitor progress. I also emphasize accountability by fostering a culture where taking responsibility for outcomes is encouraged and celebrated.

Data-driven decision-making is fundamental in my role. I analyze HR metrics to identify trends, such as employee engagement or turnover rates, which inform my strategies for improving workplace culture and operational efficiency.

I approach conflict resolution with a structure to understand both sides of the issue, facilitating open communication. My goal is to mediate effectively by encouraging collaboration and seeking solutions that are beneficial for both parties.

In recent roles, I've led several diversity and inclusion initiatives aimed at expanding our talent pool and creating an inclusive environment. This involved training sessions, outreach programs, and establishing metrics to measure our progress and impact.

I recognize that managing a diverse and dynamic workforce presents challenges, such as rapid turnover and varying team dynamics. My strategy involves proactive engagement practices and a focus on creating a consistent, positive culture to mitigate these issues.