VP, Human Resources - Retail & DC

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 VP, Human Resources - Retail & DC oversees HRBP teams that support the 1,000 stores and three DCs locations across North America. This leader also oversees an Employee Relations team and Talent Development responsibilities for the field teams. This hands-on leader ensures consistent HR process execution, equips managers with the tools to succeed, develops and fosters an engaging culture for a large, diverse, hourly workforce.

HR Business Partner Execution (60%)

• Lead transformation of the HR service model across stores and DCs, reinforcing accountability for hiring, onboarding, performance, succession planning and engagement at the leader level.
• Serve as a trusted advisor to field and distribution executives, aligning HR strategy with business goals and objectives.
• Guide reorganizations, workforce planning, and staffing adjustments, evaluating risk and impact in partnership with Compensation and Legal.
• Ensure consistent execution of HR policies and processes (e.g performance management cycles—including goal setting, reviews, and talent planning).
• Strengthen frontline leader capability by coaching and providing frameworks for manager-led engagement and performance outcomes.
• Monitor field HR metrics (e.g., turnover, retention, succession readiness) to identify trends and advise leadership.

Employee Relations & Engagement Strategies (25%)

• Lead HRBP teams to manage employee relations concerns, resolve workplace issues and conduct objective, consistent investigations.
• Design and execute engagement surveys across field populations, in partnership with the HRBP teams, including communication and data analysis to shape a positive work culture.  
• Guide HRBPs in facilitating listening sessions, building leader-led action plans and address survey findings.
• Utilize employee feedback and analytics to inform future strategies on culture & workplace transparency.  
• Partner with Legal and Compliance to minimize risk and ensure alignment with employment laws in the US and Canada.

Talent Development & Engagement (15%)

• Leads, mentors and develops HR teams in areas of strategic thinking, accountability and conflict resolution. 
• Oversee field Talent Development, including manager readiness, frontline leadership programs, and development pathways for high-potential associates.
• Provide frameworks and resources for manager- and shift-led engagement and recognition programs.
• Partner with HRBPs and operations leadership to deploy scalable engagement strategies and programs that enhance employee’s skills and leadership capabilities. 
• Serve as a cultural steward, ensuring inclusion, recognition, and associate voice are integrated into daily operations.

WE’D LOVE TO HEAR FROM YOU IF:
Must have:

• 15+ years of progressive HR experience, including HRBP leadership roles in large, complex, multi-site organizations.
• Proven success leading Employee Relations teams, including investigations and engagement survey action planning.
• Experience supporting large hourly populations in retail, distribution, or similar high-volume environments.
• Track record of building and developing high-performing HR teams across dispersed locations.
• Strong understanding of US and Canadian employment practices and regulatory environments.
• Demonstrated success driving operational excellence and scalable HR processes across a distributed workforce.
• Business acumen and influence skills to partner with both executives and frontline leaders.
• Exceptional communication skills, with the ability to engage diverse employee populations.
• Proficiency in HRIS/ATS systems (Workday preferred) and Microsoft Office Suite.

Key Competencies

• Executive Influence: Ability to collaborate with senior leaders on Workforce & Operational Strategies 
• Operational Agility: Ability to manage competing priorities across multiple sites and functions.
• Leader Enablement: Equips field leaders to own performance, development, and culture delivery.
• Hands-On Leadership: Willingness to engage directly in field operations while maintaining strategic perspective.
• Collaboration: Builds trust and alignment with operational leaders and HR stakeholders.
• Risk Management: Anticipates and mitigates employee relations, risk, or compliance issues.
• Change Leadership: Guides teams through evolving business needs and organizational transformation.

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. 

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.