Senior Manager Talent & HR Operations
Serving the needs of all families with young children, Carter’s 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. Meaningful work, constant learning, genuine people, and a community guided by core values that promote inclusion and innovation is in everything we do. There are many reasons to build your career at Carter's.
How you’ll make an impact:
The Senior Manager, Talent & HR Operations is a critical enabler of our manager-led talent model, ensuring systems, processes, documentation, and training empower leaders across stores, distribution centers, and corporate offices to own their teams’ performance and development. This role leads the design and delivery of scalable, repeatable HR processes across the employee lifecycle; to include on-boarding, performance management, succession planning, learning and development, off-boarding and end-to-end process documentation to ensure operational excellence and compliance.
Performance Management/Succession Planning Systems & Processes (40%)
Own the full performance management lifecycle—goal setting, talent discussions, performance reviews, performance improvement processes, and succession planning tools.
Build, document, and communicate consistent processes and workflows that enable leaders to independently execute performance management and succession planning activities.
Partner with HR Technology and HRBPs to ensure Workday functionality aligns with performance processes.
Develop and deliver manager training and supporting resources (job aids, guides, FAQs).
HR Operational Excellence Across All Locations (40%)
Document, clarify, and communicate key HR processes & procedures for stores, distribution centers, and corporate offices.
Champion initiatives to streamline and automate HR workflow; identifying efficiencies and improving talent process execution.
Partner with Workday, HRBP and COE teams to ensure system functionality, roles, and responsibilities are defined and executed consistently.
Serve as a subject-matter expert for HR process improvements and cross-functional operational initiatives.
Monitor HR operational KPIs and recommend improvements for scalability and efficiency.
Learning & Development Execution (20%)
Oversee the LinkedIn Learning platform; ensure communication of key learning opportunities and platform maintenance.
Execute training and documentation for manager-led process changes (e.g., performance, talent planning, hiring practices).
Partner with HRBPs to transition leadership programs (i.e. college programs) to a manager-led structure.
Plan and deliver leadership trainings (e.g., Management Essentials) to strengthen leader capabilities.
We’d Love to hear from you if:
Must have skills and experiences:
A minimum of 8 years of progressive HR Business Partner and/or HR operations experience, including performance management, HR systems, and process development.
Proven success designing and implementing scalable HR processes and tools in multi-site or multi-country organizations.
Strong project management skills with the ability to organize complex initiatives and deliver results on time.
Exceptional written and verbal communication skills for creating documentation, training content, and leader communications.
Proficiency in Workday or similar HRIS platforms; experience implementing system-enabled workflows preferred.
Demonstrated ability to partner cross-functionally and influence leaders without direct authority.
Experience in retail or consumer-facing industries highly preferred.
Bachelor’s degree or equivalent experience required.
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.
NOTE: This job description is not intended to be all-inclusive. The duties described may be changed or reassigned at the discretion of management, and the employee may be required to perform duties that are not listed in the job description.
Updated 07.06.22
Carters 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.