Carters Inc.
Director, HR (Finance & IT) role at Carters Inc.
Overview Carters Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carter’s, OshKosh B’gosh, Skip*Hop and Little Planet brands. Carter’s is committed to meaningful work, constant learning, and a culture guided by core values that promote inclusion and innovation. There are many reasons to build your career at Carter's.
The Director of HR is responsible for overseeing HR functions for a diverse client base of ~400 employees across North America (remote and in-office) and Asia. You will serve as a strategic advisor to senior leadership, driving initiatives across recruitment, talent management, organizational planning, employee engagement, and performance. You will lead a team supporting all levels within a retail organization. You will have expertise in implementing HR programs aligned with company strategy, thriving in fast-paced environments.
This role reports to the VP, Human Resources, has up to 3 direct reports, and is based in our Buckhead office (4 days a week on-site).
Responsibilities
30% Strategic Organizational Planning: Critically evaluate organizational effectiveness; develop proposals, execute communication strategies, and follow-through on all restructures.
30% Strategic Organizational Planning: Collaborate with senior leadership to align departmental strategies with overarching business objectives
30% Strategic Organizational Planning: Optimize HR tools, processes, and policies that will improve the impact of organizational capability on business outcomes.
30% Strategic Organizational Planning: Team with business leaders to organize their optimal structure and human capital requirements
30% Strategic Organizational Planning: Anticipate and probe into the core of problems to determine underlying patterns, root causes and identify and implement optimal short- and long-term solutions
30% Talent Acquisition: Manage recruitment and onboarding strategies, ensuring top quality hires and succession planning
30% Talent Acquisition: Partner with leadership to identify organizational talent gaps and opportunities, and design solutions that enhance agility, productivity, and engagement
30% Talent Acquisition: Align talent strategies with organizational direction, utilizing HR centers of excellence
30% Talent Acquisition: Collaborate with hiring managers to understand talent gaps; drive recruitment practices to ensure the attraction, development, and retention of top talent
30% Talent Acquisition: Create strategies and processes to deliver on key company initiatives thinking critically about the talent needed to ensure business continuity
20% Talent Development/Performance: Drive performance management initiatives in alignment with Company best practices, including goal development, employee performance, and review cycle.
20% Talent Development/Performance: Responsible for facilitating productive performance management discussions and activities, fairly and consistently implement performance improvement plans.
20% Talent Development/Performance: Drive and implement new strategies for retention and career pathing at all levels focusing on business-critical roles/areas
20% Talent Development/Performance: Act as a thought partner, challenging current thinking and modeling creative problem-solving to impact performance
20% Talent Development/Performance: Drive performance management and learning & development with an emphasis on process creation and consistency across functions
20% Talent Engagement/Employee Relations: Drive the development of innovative and effective processes designed to increase employee engagement and organizational success
20% Talent Engagement/Employee Relations: Manage complex employee relations issues and conduct effective, thorough, and objective investigations
20% Talent Engagement/Employee Relations: Coach and develop leaders at all levels; establish trust with client group through proactive solution development and responsiveness
20% Talent Engagement/Employee Relations: Create an open-door environment where feedback can be shared by any employee at any level; ensure feedback is addressed sensitively and promptly
20% Talent Engagement/Employee Relations: Advise Leaders in the proper application of company policy, procedures, and employment laws
Qualifications
Employee Relations – proven experience with employee relations and investigations
Organizational Development – direct experience with project management in an HR setting; highly preferred involvement with organizational restructuring
Performance and Talent Management – experience coaching, evaluating and assessing talent
Proven critical thinking and analytical skills to identify, diagnose, and propose solutions
Talent Acquisition – demonstrated experience leading talent searches at multiple levels
Must have working knowledge of state and federal laws including EEOC, AAP, OSHA, FMLA, ADA and FLSA
Must have excellent written and verbal communication skills
Must be highly organized with the ability to manage and execute multiple priorities
Minimum 8-10 years Corporate Office HR management experience; experience with a large exempt population highly preferred
Retail industry and strong recruiting and employee relations experience required
Bachelor’s degree or equivalent experience preferred
Our Team Members
Lead Courageously: Have a strong sense of personal values that align with our Company values
Collaborates Broadly: Build cooperation, trust, and thrive in a consensus driven environment
Customer Focus: Proactively seek opportunities to leverage data and fact-based insights to serve customers and/or internal clients
Drive Growth: Set aggressive goals and implement plans precisely
Cultivates Innovation: Respectfully challenge the “we’ve always done it this way” mentality and explore new ways to achieve desired outcomes
Make a Career At Carter’s
Career Development: Success starts from within, and we have several paths from which you can choose to enhance your career evolution. From Carter’s University to Toastmasters to mentorship programs and more, we encourage you to utilize these tools to elevate your professional prowess.
Carter’s is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, veteran status, or any other status protected by federal, state, or local law.
Seniority level
Director
Employment type
Full-time
Job function
Human Resources
Industries
Retail Apparel and Fashion
#J-18808-Ljbffr
Overview Carters Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carter’s, OshKosh B’gosh, Skip*Hop and Little Planet brands. Carter’s is committed to meaningful work, constant learning, and a culture guided by core values that promote inclusion and innovation. There are many reasons to build your career at Carter's.
The Director of HR is responsible for overseeing HR functions for a diverse client base of ~400 employees across North America (remote and in-office) and Asia. You will serve as a strategic advisor to senior leadership, driving initiatives across recruitment, talent management, organizational planning, employee engagement, and performance. You will lead a team supporting all levels within a retail organization. You will have expertise in implementing HR programs aligned with company strategy, thriving in fast-paced environments.
This role reports to the VP, Human Resources, has up to 3 direct reports, and is based in our Buckhead office (4 days a week on-site).
Responsibilities
30% Strategic Organizational Planning: Critically evaluate organizational effectiveness; develop proposals, execute communication strategies, and follow-through on all restructures.
30% Strategic Organizational Planning: Collaborate with senior leadership to align departmental strategies with overarching business objectives
30% Strategic Organizational Planning: Optimize HR tools, processes, and policies that will improve the impact of organizational capability on business outcomes.
30% Strategic Organizational Planning: Team with business leaders to organize their optimal structure and human capital requirements
30% Strategic Organizational Planning: Anticipate and probe into the core of problems to determine underlying patterns, root causes and identify and implement optimal short- and long-term solutions
30% Talent Acquisition: Manage recruitment and onboarding strategies, ensuring top quality hires and succession planning
30% Talent Acquisition: Partner with leadership to identify organizational talent gaps and opportunities, and design solutions that enhance agility, productivity, and engagement
30% Talent Acquisition: Align talent strategies with organizational direction, utilizing HR centers of excellence
30% Talent Acquisition: Collaborate with hiring managers to understand talent gaps; drive recruitment practices to ensure the attraction, development, and retention of top talent
30% Talent Acquisition: Create strategies and processes to deliver on key company initiatives thinking critically about the talent needed to ensure business continuity
20% Talent Development/Performance: Drive performance management initiatives in alignment with Company best practices, including goal development, employee performance, and review cycle.
20% Talent Development/Performance: Responsible for facilitating productive performance management discussions and activities, fairly and consistently implement performance improvement plans.
20% Talent Development/Performance: Drive and implement new strategies for retention and career pathing at all levels focusing on business-critical roles/areas
20% Talent Development/Performance: Act as a thought partner, challenging current thinking and modeling creative problem-solving to impact performance
20% Talent Development/Performance: Drive performance management and learning & development with an emphasis on process creation and consistency across functions
20% Talent Engagement/Employee Relations: Drive the development of innovative and effective processes designed to increase employee engagement and organizational success
20% Talent Engagement/Employee Relations: Manage complex employee relations issues and conduct effective, thorough, and objective investigations
20% Talent Engagement/Employee Relations: Coach and develop leaders at all levels; establish trust with client group through proactive solution development and responsiveness
20% Talent Engagement/Employee Relations: Create an open-door environment where feedback can be shared by any employee at any level; ensure feedback is addressed sensitively and promptly
20% Talent Engagement/Employee Relations: Advise Leaders in the proper application of company policy, procedures, and employment laws
Qualifications
Employee Relations – proven experience with employee relations and investigations
Organizational Development – direct experience with project management in an HR setting; highly preferred involvement with organizational restructuring
Performance and Talent Management – experience coaching, evaluating and assessing talent
Proven critical thinking and analytical skills to identify, diagnose, and propose solutions
Talent Acquisition – demonstrated experience leading talent searches at multiple levels
Must have working knowledge of state and federal laws including EEOC, AAP, OSHA, FMLA, ADA and FLSA
Must have excellent written and verbal communication skills
Must be highly organized with the ability to manage and execute multiple priorities
Minimum 8-10 years Corporate Office HR management experience; experience with a large exempt population highly preferred
Retail industry and strong recruiting and employee relations experience required
Bachelor’s degree or equivalent experience preferred
Our Team Members
Lead Courageously: Have a strong sense of personal values that align with our Company values
Collaborates Broadly: Build cooperation, trust, and thrive in a consensus driven environment
Customer Focus: Proactively seek opportunities to leverage data and fact-based insights to serve customers and/or internal clients
Drive Growth: Set aggressive goals and implement plans precisely
Cultivates Innovation: Respectfully challenge the “we’ve always done it this way” mentality and explore new ways to achieve desired outcomes
Make a Career At Carter’s
Career Development: Success starts from within, and we have several paths from which you can choose to enhance your career evolution. From Carter’s University to Toastmasters to mentorship programs and more, we encourage you to utilize these tools to elevate your professional prowess.
Carter’s is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, veteran status, or any other status protected by federal, state, or local law.
Seniority level
Director
Employment type
Full-time
Job function
Human Resources
Industries
Retail Apparel and Fashion
#J-18808-Ljbffr