VP, Field HR in Grapevine, TX at GameStop

Date Posted: 7/14/2020

Job Snapshot

Job Description

Description:

SUMMARY

Working strategically and leading a group of field-based HR Directors and Leaders, the Vice President, Field Human Resources provides executive-level leadership and guidance to GameStop’s field HR operations. As the most senior field-focused HR leader, the VP, Field HR aligns business strategy, operational support, compliance, risk management, employment law, talent sourcing, development, engagement, and retention with the operational and strategic goals of the Store Operations leadership group. The VP, Field HR also serves as the primary HR partner for the company’s head of stores, focused especially in such areas as succession planning, diversity development, executive performance assessment, training, and building leadership capability. Directs and oversees the investigation and resolution of field employee relations matters to limit the company’s legal liability and exposure. The role is generally characterized by exceptionally high levels of scope, technical and relational complexity, and a high level of independent decision making.
 

DUTIES & RESPONSIBILITIES*

  • Continuously support and contribute to the organization’s executive development strategy, with special emphasis on developing performance and potential at the Division Vice President and Regional Director levels.
  • Collaborates with executive leadership to define the field organization’s long-term mission and goals; identifies ways to support this mission through talent management.
  • Work closely, collaboratively, and strategically with SSC-based subject matter experts and internal/external Legal counsel, to respond rapidly and effectively to employee relations issues and regulatory challenges including, but not limited to, providing depositions and other testimony, leading investigatory activities, taking statements, and timely responding to EEOC, DOL, GameStop CARES, and other state/federal legal matters.
  • Recruit, hire, develop, manage and retain Human Resources Leaders with a demonstrated commitment to diversity
  • Drive outstanding business results through traditional management functions including, but not limited to, sourcing and selecting talent, coaching and development, workforce and project scheduling, performance assessment, and general talent planning.
  • Provides guidance and cultural leadership to the human resource management team.
  • Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements, and implements proactive strategies to mitigate identified deficiencies
  • Maintains knowledge of multi-state laws, regulations, and best practices in employment law, human resources, and talent management, and ensures that Field HR team continuously enhances knowledge of ever-changing state/federal/local laws and regulations.

COMPETENCIES:

  • Emotional Intelligence — Leveraging high levels of self-awareness, self-management, social awareness and relationship management, the capacity to manage behavior, navigate social complexities and make personal decisions to achieve positive results
  • Navigating Complexity — Proactively and quickly making sense of complex issues; responding effectively to complex and ambiguous situations; communicating complicated information simply​
  • Business Acumen — Identifying and leveraging business trends, especially in rapidly changing, complex regulatory environments that affect the organization’s sustainable profitability
  • Building Strategic Trusting Relationships — Using appropriate interpersonal styles to establish effective relationships with customers and internal partners; interacting with others in a way that promotes openness and trust and gives them confidence in one’s intentions
  • Executive Disposition — Demonstrating a global, creative, and strategic view of the business, its opportunities, and how to align opportunity, strategy, and talent

EXPERIENCE & EDUCATION:

  • Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s or law degree highly preferred.
  • At least ten years of human resource management experience required, with strategic, talent management, and/or business development experience highly preferred.

SPHR or SHRM-SCP strongly preferred.

KNOWLEDGE, SKILLS & ABILITIES:

  • Expert knowledge of retail HR operations and execution
  • Proficient understanding of labor-related regulations and general employment law
  • Expert ability to prepare or edit EEOC and DOL responses and related communications
  • Expert knowledge of Human Resources practices
  • Expert knowledge of investigatory practices
  • Expert ability to respond favorably to potentially stressful circumstances; handle stress in a manner acceptable to others and to the organization
  • Expert negotiation, problem solving, and conflict resolution skills
  • Expert ability to communicate effectively with others using written and spoken English including the ability to define organizational strategy well
  • Proficient ability to prepare and deliver compelling presentations to others of varied cultural perspectives and levels of organizational responsibility
  • Expert relationship building skills, including the capacity to predict and manage behavior, build and leverage cross-functional partnerships within and outside of the organization, and leverage influential leadership
  • Expert ability to manage emotionally-charged disagreements through consensus building, relationship management, and the formation and presentation of logical, business-based arguments
  • Expert understanding of human capital strategy
  • Proficient ability to align talent, financial resources, and processes to organizational strategies
  • Demonstrated capacity for gathering and scrutinizing data to identify issues, opportunities, patterns, and sustainable business solutions
  • Demonstrated attention to detail including the ability to reduce a complex concept or task into something that is manageable and clearly interpreted
  • Expert knowledge of employee development: talent assessment, competency-based development, motivation and reward
  • Ability to effectively recruit, hire, coach, train, develop, retain, and redirect others as needed in order to produce a successful team
  • Demonstrated commitment to building a diverse team that reflects our widely-diverse customer base
  • Demonstrated ability to adhere to all professional, legislative/statutory, and organizational policies and procedures, including but not limited to, scheduling and attendance, conflict of interest, confidentiality, and ethical conduct