This role requires weekly travel to stores in Central Ontario - Huntsville, Bracebridge, North Bay, Sudbury, Perry Sound, Thundery Bay, Timmins, Sault Ste. Marie Position Overview: Reporting to the RHRM the DHRM will be the HR business partner for salaried level managers and district managers. They will ensure proper execution of organizational effectiveness, talent planning, staffing, learning, performance management & positive associate relations practices for the district. This role will provide support to talent and performance management, as well as associate engagement and operations. The DHRM will play a key role in establishing a customer service culture. Key Responsibilities: Operations/HR Support Partner with district leaders on strategic plans to drive business results, customer service with alignment to company initiatives and Home Depot values. Participate in key HR store walks, district meetings and other operational activities (E.G. Spring/Fall Readiness walks, store manager meetings etc). Ensure consistency & fairness in the application of our compensation guidelines/pay equity within budget. Apply insights of industry trends to drive critical initiatives & ensures others are informed of relevant developments. Monitor key HR metrics. Associate Engagement Partner with store leadership to engage and coach associates on the floor to drive a customer service culture. Ensure effective use of company recognition at all levels. Develop district level action plans annually to follow up on VOA survey in partnership with the DM. Support store and district leaders in VOA survey administration, feedback and action planning. Track store long term salaried disability and manage leaves of absence and return to work procedures. Conduct town hall meetings with priority groups in all stores (1/store/year) & associate first assessments as required. Conduct human resources related investigations at the salaried level as required in partnership with the regional AR manager. Talent Management Own the HR review process, succession planning, and salaried pipeline. Improve workforce diversity; champion diversity programs. Ensure that qualified successors/pipeline are identified and ready for critical roles. Monitor and ensure execution of salaried and high-potential training programs Provide recommendations, coaching, consultation & feedback on development plans for salaried leaders. Act as coach & mentor to top talent and sponsors initiative to ensure talent development. Facilitate leadership classes as required, in alignment with talent strategy & key business initiatives. Partner with store managers on the selection and ongoing training of store level HR professional(s). Performance Management Monitor, support and coach leaders on the salaried performance management process. Provide partnership, support and counsel on all salaried activities including discipline, promotions, terminations and demotions. Scheduling Ensure overall execution of scheduling and adherence practices at store level including key scheduling metrics (SvF, SvA). Ensure in store HR professional(s) are appropriately trained in effective scheduling practices. Staffing Facilitate/coordinate RMA and ensure a diverse slate of applicants are interviewed for all salaried vacancies. Identify, build and maintain local community and cultural recruitment partnerships. Compile, review and approve district Staffing needs for hourly seasonal/leadership and recruitment strategies including job fair schedules. Ensure consistent quality in selection, assimilation, on-boarding and training of salaried managers. Manage Kenexa/MSS processes for salaried leaders. Coordinate new hire orientation and on-boarding for salaried leaders within stores. Compensation & Benefits Ensure consistency and fairness in the application of our compensation guidelines/pay equity. Prepare compensation recommendation for in store salaried leaders. Manage yearly monetary increases within district budget. Competencies: Action Oriented Builds Effective Teams Collaborates Communicates Effectively Customer Focus Decision Quality Develops Talent Drives Engagement Drives Purpose and Vision Drives Results Ensures Accountability Instills Trust Manages Complexity Manages Conflict Plans and Aligns Situational Adaptability Skills: Internal Candidates: Must fulfill minimum time-in-position (1 year) and performance management code requirements (M+, Meets Expectations and Consistently Demonstrates) 5+ years HR experience Ability to strategically analyze and problem solve; works to fully understand business; identify and implement process and organizational improvements CHRP an asset Demonstrated leadership excellence, strong business acumen, process oriented, driven, ability to influence without authority, confidentiality, strong analytical skills, customer service experience and an ability to develop relationships through collaboration. Strong coach and developer of talent Ability to work a flexible retail schedule including nights and weekends May require overnight travel (Range 5 - 40% depending on the market) Using various formats (designated walks, store visits, Microsoft Teams etc.) and in partnership with the DM, the expectation is for the DHRM to maximize time spent in the district/stores in order to ensure effective communication, support and execution for results 30% - HR Support to Business Priorities: Focus on excellence in customer service and store/district results through execution of HR business practises 30% - Associate Engagement - Facilitate the Home Depot in being an Employer of Choice 25% - Talent Management: Ensure strength & depth of pipeline for salaried positions and critical hourly roles. 15% - HR Planning: Ensures effective workforce planning - the right associate, right time ,right place." Direct Manager/Direct Reports: Reports to Regional Human Resources Manager Travel Requirements: 5 to 40% Depending on Market Physical Requirements: NA Working Conditions: Field, retails schedule, nights & weekends. Minimum Education: A Bachelor's degree or Equivalent Work Experience Minimum Years of Work Experience: 1 to 2 years Retail or Distribution experience an asset Minimum Leadership Experience: 5+ years Certifications: CHRP/CHRL is an asset Other Requirements/Assets: NA