At DICK’S Sporting Goods, we believe in how positively sports can change lives. On our team, everyone plays a critical role in creating confidence and excitement by personally equipping all athletes to achieve their dreams.  We are committed to creating an inclusive and diverse workforce, reflecting the communities we serve.

If you are ready to make a difference as part of the world’s greatest sports team, apply to join our team today!

OVERVIEW:

As the HR Manager of Stores at DICK’S, you will play a crucial role in shaping our organizational culture and ensuring the success of our workforce. This position requires a strong understanding of human resources principles and the ability to adapt to the ever-evolving retail industry. You will work closely with various teams and leaders to implement HR strategies that support our business goals while focusing on employee development, engagement, and retention. This role is responsible for supporting 3 districts in Florida within the Stores operational structure and 32+ store locations. The role will directly partner with those respective business leaders (District Managers, Store Managers, etc.) on their end-to-end businesses including talent, culture, and capability.

This position will be supporting the Miami, Orlando, and Tampa markets. The candidate must reside in one of those markets. Weekly travel will be required.

Role Responsibilities:

Performance Management

• Administer performance evaluation processes, ensuring fair and consistent reviews across the organization, and influence future processes in partnership with Talent COE.

• Work with managers to establish performance improvement plans and provide guidance on performance-related matters.

Talent Management & Development

• Implement and influence training and development programs to enhance employee skills, knowledge, and career growth.

• Oversee onboarding processes and provide ongoing coaching to foster a culture of continuous learning.

• Lead succession planning in partnership with district leadership to anticipate future trends, their implications, and apply appropriate talent strategies to address gaps.

• Leverage real-time coaching, assessment, and observation to develop and position talent for future leadership success.

Employee Relations

• Serve as a point of contact for teammates, addressing their concerns, resolving conflicts, and promoting a positive work environment.

• Conduct or supervise investigations and maintain appropriate documentation for employee-related issues and disciplinary actions.

Talent Acquisition

• Ensure recruitment processes and best practices are adopted and effectively prioritized to meet staffing needs across districts. Support district in seeking talent acquisition expertise when experiencing unique staffing challenges and hard to hire situations.

• Help to attract and select top talent in partnership with the TA strategy and department including creating job descriptions, conducting interviews, and assessing candidates for fit and potential.

• Promote and execute data-driven decision-making methods to select diverse and high-caliber talent.

HR Policies & Compliance

• Ensure the company's HR policies and procedures comply with applicable labor laws and regulations.

• Provide guidance on legal and ethical employment practices to all levels of management.

• Drive consistent and equitable deployment of compensation and benefits programs, ensuring proactive engagement and alignment on market analyses, regulatory responses, and critical policy changes to ensure competitive salary structures, benefits packages, and incentive plans.

Culture & Change

• Utilize HR metrics and data analysis to make informed decisions and recommendations for continuous improvement.

• Generate reports and deliver insights to the business on HR-related KPIs, workforce analytics and cultural dynamics to influence positive change.

• Promote diversity, equity, and inclusion initiatives to create a culturally diverse, equitable and inclusive workforce with a strong sense of belonging.

QUALIFICATIONS:

• Bachelor's degree in Human Resources or related field, Master's degree preferred

• 7-10 years of total experience

• Solid understanding of employment law and policy administration

• PHR/SPHR or SHRM Certification preferred, but not required

• Strong knowledge of HR best practices, employment laws, and regulations

• Proficiency in HRIS (Workday) and other relevant software tools

• Exceptional interpersonal and communication skills

• Strategic thinker with a focus on problem-solving and process improvement

• Have a strong sense of business acumen and systemic thinking

• Ability to travel 50-75% of the time (2 weeks on average monthly)

#LI-BB2

VIRTUAL REQUIREMENTS:

At DICK’S, we thrive on innovation and authenticity. That said, to protect the integrity and security of our hiring process, we ask that candidates do not use AI tools (like ChatGPT or others) during interviews or assessments.

To ensure a smooth and secure experience, please note the following:

• Cameras must be on during all virtual interviews.

• AI tools are not permitted to be used by the candidate during any part of the interview process.

• Offers are contingent upon a satisfactory background check which may include ID verification.

If you have any questions or need accommodations, we’re here to help. Thanks for helping us keep the process fair and secure for everyone!

 

Targeted Pay Range: $83,000.00 - $138,200.00. This is part of a competitive total rewards package that could include other components such as: incentive, equity and benefits. Individual pay is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all teammate pay regularly to ensure competitive and equitable pay.DICK'S Sporting Goods complies with all state paid leave requirements. We also offer a generous suite of benefits. To learn more, visit www.benefityourliferesources.com.