Vice President, Talent Management & HR Compliance

The Vice President, Talent Management & HR Compliance leads several teams to drive the strategic development and execution of high-impact organizational talent programs, tools and solutions that further enhance the employee experience, with relative oversight of the JD Finish Line & DTLR businesses. They are also responsible for strategic human resource planning to provide the organization with the best people talent available and to position the organization as the employer of choice by driving change, best in class programs, practices and solutions that result in a high performing culture. They provide strategic thought, oversight and consultation to the senior and executive leadership teams on major Talent initiatives to advance the company’s vision and strategy. Teams and functions of oversight include enterprise-wide People Business Partnering, Talent Acquisition and HR Compliance. This leader should effectively exhibit JD Finish Line’s core values of Customer, People, Winning, Community, and Financial Responsibility, performing the following key duties: 

Talent Management & Strategy

• Partners with the senior leadership team to develop enterprise talent strategies and participates in creation and refinement of organizational vision, inclusive of employee development, succession planning, employee relations, talent attraction, retention and engagement.

• Partners collaboratively with other JD North America fascia People leadership to strive toward efficiency, synergy, consistency, and mutually beneficial support. Within this, ensures objectives & initiatives are aligned to global People strategy.

• Leads effective strategic talent advisory services and employee engagement support to business groups across the organization (e.g. Talent Mapping, Succession Planning, and Performance Management).

• Focuses on enhancing the organization’s capabilities across departments and businesses by aligning talent programs, tools and processes to help drive execution of organizational priorities. 

• Supports leadership in labor planning & org design; Works with Executive and Finance teams to ensure adequate estimates, forecasts, and calculation of expenditures in compensation, benefits, and equity programs for budget planning and tracking.

• Sits on the JD Finish Line Compensation Committee responsible for compensation philosophy, advising on org design, key reward decisions, and ensuring said decisions are equitable, consistent, and competitive.

• Key driver, along with Talent Acquisition and L&D leadership, of programs/initiatives that drive “hiring from within” to support the People Department’s initiative of being The Place to Grow.

• Works with People Analytics function to develop innovative and technical HR Analytics strategies to influence key decisions across the organization, enhancing performance of the enterprise.

• Fiscally manages departmental budget in accordance with company’s goals and objectives.

• Evaluates the Talent team organization structure and plans for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities.

• Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

People Business Partnering, HR Compliance & Leaves

• Leads the People Business Partner (PBP) teams responsible for all employee relations / employee grievance activities including investigations, management consultations/advisory, and disciplinary procedures, including employment decisions. 

• Leads the HR Compliance team responsible for proactive risk mitigation and execution of all programs ensuring the company is acting in accordance to all federal, state and local regulations. 

• Leads annual performance management process and OD-related functionalities of integrated Talent/Performance Management technology solution.

• Responsible for managing the org-wide employee relations portfolio, partnering closely with the JD North America Legal shared services team.

• Working closely with the Legal department, remains informed of changes in federal and state laws and regulations relevant to employment practices, leads the development and implementation of personnel policies and procedures ensuring a fair and desirable workplace is upheld & ensuring compliance. 

• Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, harassment & discrimination matters, employee complaints, external education and career development, among others.

• Leads management and PBP training around employee relations, employment law, and compliance to mitigate risk for the organization and foster the utmost standard.

• Working closely with the Legal department, remains informed of changes in federal and state laws and regulations relevant to employment practices, leads the development and implementation of personnel policies and procedures ensuring a fair and desirable workplace is upheld & ensuring compliance. 

• Leads and develops programs like the HR Compliance Committee, responsible for executing and bringing to life compliance requirements within the operation, including influence of process, operational procedures, and communication. 

• Supports the Leaves function through the compliance lens to aid in advisory matters and ongoing legislative changes impacting leaves, ADA and Worker’s Comp related activities.

Talent Acquisition

• Leads the talent acquisition team, developing enterprise-wide Talent Acquisition strategies and programs to identify talent within and outside the organization.

• Designs all recruitment activities and programs to support People Department strategic objectives, with an emphasis on The Place to Grow (hiring from within; succession planning) and embedding lawful Diversity, Equity & inclusion into our culture and business operations (DE&I recruitment strategy). 

• Leads and inspires a highly engaged team to execute the recruiting needs across the organization, provides ongoing training and development opportunities to help the team continue to grow and maximize performance and output.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily and carry out supervisory responsibilities in accordance with the organization's policies and applicable laws. The requirements listed are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Required Education and/or Experience

Bachelor’s degree (B.A.) from a four-year college or university and at least 10 years of relevant experience in human resources and/or employee relations & employment law; and strong experience in the talent management spaces of recruitment, training, organizational development, and HR business partnerships, or equivalent combination of education and experience. Proven track record of managing, directing and developing staff. Demonstrated ability to partner with business peers to drive desired business results.

Required Computer and/or Technical Skills

Should have intermediate to advanced knowledge and abilities with Microsoft Office and/or Google platform, and competence in learning how to maximize the use of HR technology and analytics.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Sit for more than 6 hours per shift

• Drive a car up to 6 hours per day periodically

• Use hands to finger, handle and feel

• Reach with hands and arms

• Talk and/or hear

• Walk or move from one location to another

• Occasionally may need to climb, balance, stoop, kneel, or crouch

• Lift and/or move up to 10 pounds regularly and up to 25 pounds occasionally

• Punctuality and regular attendance consistent with the company’s policies are required for the position.

• Average work week is 40 - 50 hours, which can vary depending on business need.

• Work in a moderately noisy office environment, with occasional travel (less than 20%) in active store and/or distribution center environments. 

The company reserves the right to modify this job description with or without notice. Employees may be asked to perform additional duties outside of normal job scope on a temporary basis per company policy.

#LI-DNI

This job description is not intended to cover all aspects, duties, and/or responsibilities required of employees.  Employees may be asked to perform additional duties outside of normal job scope on a temporary or permanent basis per company policy. ​The company reserves the right to modify this job description with or without notice. 

EEO Statement:

The Finish Line, Inc. is an Equal Employment Opportunity employer and is committed to complying with all federal, state, and local EEO laws.  The Finish Line, Inc. prohibits discrimination against employees and applicants for employment based on race or color, religion or creed, national origin, alienage or citizenship status, marital status, sex, pregnancy status, age, military status, disability, or any other characteristic or class protected by law.  The Finish Line, Inc. provides reasonable accommodations in accordance with applicable laws, including for disabilities, pregnancy, and religious practices.

Need accessibility assistance to apply?
Applicants who require accessibility assistance to submit an employment application can either call Finish Line at  (317) 613-6890 or email us at talentacquisition@finishline.com.  A member of our Talent Acquisition team will respond as soon as reasonably possible. (This email address and phone number is only for individuals seeking accommodation when applying for a job.)