The posting
About Clarks Clarks, based in Somerset, England, has been at the forefront of innovative shoemaking since its foundation in 1825, when brothers James and Cyrus Clark made a slipper from sheepskin off-cuts. At the time it was ground-breaking: a combination of invention and craftsmanship that has remained at the heart of what the brand does now. In the Clarks archive of more than 22,000 pairs are shoes that have sparked revolutions and defined generations. From the original Clarks Desert Boot, first designed by Nathan Clark and launched in 1950, to the iconic Wallabee, each design has an instantly recognizable signature that makes it unmistakably Clarks.
Business Partnering:
Direct, manage and develop a HR Generalist – setting objectives, appraising performance and coaching individual. Provide knowledgeable and commercially balanced guidance and advice on HR policies and procedures to operational line managers which are in line with Company policy and legislation; ensuring that best practice is adhered to at all times. Establish key relationships and work with line managers to ensure effective management of employee lifecycle events; coaching and influencing where required and working to raise line manager capability in managing employee lifecycle events. Escalate situations as appropriate as well as capability themes to the HR Director. Responsible for providing transactional level support for the delivery of initiatives, projects and organizational changes. Provide day to day support on disciplinary, grievance and general employee relations matters. Escalate ER issues as applicable to the HR Director and utilize the wider HR team as necessary. Take responsibility for all necessary documentation and administrative follow up for ER caseload. Work with the employment lawyer and external advisors in obtaining advice. Work at all times to Company Policies and Procedures and within the administrative guidelines. Pro-actively identify opportunities for process improvement and raise accordingly. Act as a brand ambassador at all times.
Compliance:
Maintain personal knowledge of current and forthcoming legislation, policies, practices and developments in HR, to ensure approach in each business area reflects best practices and ensure legal and statutory requirements are compliant. Proactively identify forthcoming legislative changes that will impact existing practices and policies for all Americas region and make recommendations for changes required to meet the legal requirement. Build an external network of contacts to research and benchmark external best practice in policies and procedures. Incorporate best practice into proposals for new policies and procedures, including a cost benefit analysis where possible. In conjunction with global and regional resources, create new policies, procedures and guidelines which are practical, pragmatic and commercial, factoring in customer requirements, administrative constraints, language differences and line manager capability. Manage the launch of new policies/policy changes, communicating with the key business stakeholders and line managers to ensure full understanding of any new policies/policy changes
Key Performance:
Talent & Succession Planning – completion of talent and succession plan for areas of business the position supports together with a plan in place for all identified talent and critical roles. Compliance – ensure the Region remains compliant and that existing practices, policies and Handbooks are reviewed and updated regularly to meet appropriate legislation. Managing Performance – partner with Business to launch and train all employees ready for each performance year. Ensure the defined behaviours framework is introduced and managers are trained to use it ready to embed into the each performance year. All corporate employees have clear OKRs and corresponding key results in place. Select, Attract & Retain Talent – Ensure consistent global resourcing and practices are established to select and retain top talent. Deliver cost savings in resourcing model. Implementation of Americas exit survey process across globe for corporate functions
Transformation – ensure end state organizational structure and financial savings are delivered in partnership with business leaders with all critical roles have defined job descriptions with clearly defined accountabilities and responsibilities. Support all workstreams and initiatives associated with Transformation.
Knowledge & Experience: Bachelor’s Degree in HR, Business Administration or related area preferred 5+ years’ experience working within a HR generalist team, preferably within a retail environment Knowledge of HR compliance and Retail preferred Best practice HR processes and procedures and all existing policies and associated administration Current and forthcoming legislation (employment and others) impacting on areas of activity HR systems Knowledge of learning and development frameworks: performance management, succession planning, training and development programs Knowledge of best practices around employee counselling and line manager development PHR certification preferred Thorough knowledge of all Federal, State and Local employment law is required
Benefits:
Clarks offers a benefits package that leads the industry. We offer comprehensive medical, dental and prescription drug plans to all employees working thirty hours or more a week. Our 401(k) retirement program is also available which includes a generous employer match. We provide company paid disability, life insurance, and a paid time off benefit and flexible work arrangement options. Our Tuition Reimbursement program offers opportunities for both personal and professional growth and development. In addition, we offer an employee discount on all Clarks products.
At Clarks, we recognize that attracting and retaining the best talent is key to our success. Compensating employees appropriately is an important aspect of achieving that goal. Our ranges reflect our good faith effort to pay fairly, commensurate with an ideal candidate’s experience and qualifications, or as required by any state and local wage laws. It is not typical for an individual to be hired at or near the top of the range. Actual pay position within this range will be based on factors including but not limited to candidate’s relevant experience, qualifications, performance, Clarks’ business needs, and internal equity.
Disclaimer:
This document describes the general nature and level of work only. It is not designed to cover an exhaustive list of all skills, activities, duties or responsibilities that are required of the employee for this job. Other activities, duties, and responsibilities may be added at any time. This description may be changed at the company’s discretion at any time, with or without notice.
