Director, Regional People

Position Summary...

What you'll do...

About Walmart Global People

Leaders and individual contributors alike look to our Global People teams to influence strategy, optimize working models and enable the business to achieve results while preserving the fabric that sets us apart and keeps our 1.3M associates coming to work every day. By providing the necessary tools and insights, our People professionals operate as partners at every phase of workforce planning, talent management, organizational design and change management. From building communities to preparing Walmart for the future, to be a member of this team is to operate as a vital component to our sustainable success. Together, we think beyond the status-quo and inspire others to evoke positive change. When you join us in Global People, you immerse yourself in our culture, becoming a trailblazer and a true agent of influence.

You'll sweep us off our feet if...

• You have a passion for developing the next generation of leaders, designing and re-engineering strategic People programs that are game changers
• You have the ability to be agile and to make sense of the rapidly increasing amount of data being generated by individuals and organizations
• You have strong business acumen and the ability to think systematically and holistically
• You have great listening skills, critical thinking skills, and solution-articulation skills
• You have at least 8 years of experience in a HR Business partner capacity; PHR or SPHR or GPHR certifications

You'll make an impact by:

• Developing and driving regional-level talent management strategies by forecasting future state needs; creating and implementing talent plans; building relationships with professional organizations and colleges; driving workforce planning processes; acquiring key talent; creating and monitoring the implementation of action plans for diversity initiatives; identifying performance trends, talent strengths and development needs for the region; engaging resources to address talent gaps and overseeing performance management processes and initiatives.
• Overseeing the execution of HR practices and policies, systems, programs, associate engagement, and labor plans in the region by analyzing survey and employment data for region-specific trends; developing strategies to ensure effective and timely execution from the regional HR team and HR support functions (i.e. learning and development and labor relations); identifying execution and communication gaps; creating action plans to resolve implementation issues; and monitoring performance against plans and company objectives.
• Ensuring regional compliance with company and legal policies, procedures, and regulations by understanding issues and trends in employment compliance; analyzing and interpreting reports; implementing and monitoring human resource compliance; developing and implementing action plans to improve performance; and providing feedback to home office subject matter experts on process improvements
• Identifying and developing change management strategies for the region by understanding the operational initiatives; aligning operational change needs with human resource related actions to be taken; developing and leading communication plans; and counseling regional and market leaders to ensure consistent execution of policies, programs, and initiatives in the region.
• Developing and implementing HR strategic plans at the regional level by serving as a liaison between home office support functions and field functions; gathering internal and external perspectives, trends, and other data specific to geographic area; creating potential initiatives; integrating and aligning business strategies with operations, finance and asset protection; building a plan to grow market share and improve profit performance; developing, socializing, and selling business case; and executing plans and monitoring region performance against plans.
• Providing overall direction by analyzing business objectives and customer needs; developing, communicating, building support for, and implementing business strategies, plans, and practices; analyzing costs and forecasts and incorporating them into business plans; determining and supporting resource requirements; evaluating operational processes; measuring outcomes to ensure desired results; identifying and capitalizing on improvement opportunities; promoting a customer environment; and demonstrating adaptability and sponsoring continuous learning.
• Developing and implementing strategies to attract and maintain a highly skilled and engaged workforce by diagnosing capability gaps; recruiting, selecting, and developing talent; supporting mentorship, workforce development, and succession planning; and leveraging the capabilities of new and existing talent.
• Cultivating an environment where associates respect and adhere to company standards of integrity and ethics by integrating these values into all programs and practices; developing consequences for violations or non-compliance; and supporting the Open Door Policy.
• Developing and leveraging internal and external partnerships and networks to maximize the achievement of business goals by sponsoring and leading key community outreach and involvement initiatives; engaging key stakeholders in the development, execution, and evaluation of appropriate business plans and initiatives; and supporting associate efforts in these areas.

Minimum Qualifications

• BA/BS degree in an HR related field (e.g., Business Administration, Human Resource Development, Human Resource Management, Industrial Relations/Labor Relations, Industrial/Organizational Psychology, Management, Organizational Development/Organizational Behavior) and 5 years HR Generalist or Specialist experience supporting a multi-unit/multi-business environment OR 8 years of HR experience with at least 4 years' experience as an HR generalist supporting a multi-unit/multi-business environment OR 4 years of Walmart Manager-level experience leading an operational unit with responsibility for supervising other salaried managers (e.g., Compensation, Learning and Development, Benefits, Organizational Development, Logistics, HR Strategy, Operations, Communications)
• Valid driver's license
• Business management background or commensurate experience
• Proven ability to influence senior leaders
• Ability to understand business goals and recommend new approaches to effect continual improvements in business objectives, productivity and development of talent
• Ability to lead multiple strategic efforts simultaneously and prioritize based on company and team objectives
• Ability to lead efficiently under pressure, drive projects to completion and meet deadlines

About Walmart

Fifty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: our commitment to helping our customers save money so they can live better. Today, we're reinventing the shopping experience and our associates are at the heart of it. You'll play a crucial role in shaping the future of retail, improving millions of lives around the world. This is that place where your passions meet purpose. Join our family and create a career you're proud of.

Contact: Nasreen Ahmed, Talent Acquisition for Walmart Nasreen.Ahmed@Walmart.com

Walmart, Inc. is an Equal Opportunity Employer - By Choice. We believe we are best equipped to help our associates, customers and the communities we serve live better when we really know them. That means understanding, respecting and valuing diversity- unique styles, experiences, identities, ideas and opinions - while being inclusive of all people.

Minimum Qualifications...

Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.

Minimum Qualifications: BA/BS degree in an HR related field (e.g., Business Administration, Human Resource Development, Human Resource Management, Industrial Relations/Labor Relations, Industrial/Organizational Psychology, Management, Organizational Development/Organizational Behavior) and 5 years HR Generalist or Specialist experience supporting a multi-unit/multi-business environment OR 8 years of HR experience with at least 4 years experience as an HR generalist supporting a multi-unit/multi-business environment OR 4 years of Wal-Mart Manager-level experience leading an operational unit with responsibility for supervising other salaried managers (e.g., Compensation, Learning and Development, Benefits, Organizational Development, Logistics, HR Strategy, Operations, Communications). Valid driver's license.

Preferred Qualifications...

Outlined below are the optional preferred qualifications for this position. If none are listed, there are no preferred qualifications.

Hospitality, Retail Industry

Masters: Human Resources

Human Resources - Professional HR (PHR) CERTIFICATION - Certification, Human Resources - Sr. Professional HR (SPHR) CERTIFICATION - Certification
Primary Location...
1400 HILLTOP MALL RD, RICHMOND, CA 94806-1913, United States of America