The Human Resource Generalist will primarily support the retail stores for the United States, Canada and Puerto Rico. Clarks has a growing retail business with over 190 stores across the Americas. This position will report into the HR Director, Americas and directly support the field teams in retail. We are looking for someone who has great customer service, energy and critical reasoning skills to navigate the complexities of laws across the Americas region.
What you'll do:
- 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 with Line managers to pro-actively mitigate unemployment claims, work with outside agency to ensure all current claims are responded to and brought to successful conclusion.
- Pro-actively offer guidance to line managers in controlling employee absence. Work with Workers Compensation to collate and channel any appropriate medical administration consistent with HIPAA. Act as liaison between relevant assigned business areas and HR Compensation and Benefits team. Escalate any complicated situations to the HR Director or Sr. HR Generalist to seek an appropriate resolution.
- Maintain the ER database and utilize systems to effectively support ER activities; tracking and resolving cases to their conclusion within business areas.
- Work at all times to Company Policies and Procedures and within the administrative guidelines. Pro-actively identify opportunities for process improvement and raise accordingly.
Skills & Knowledge
- Best practice HR processes and procedures and all existing policies and associated administration
- Brand values
- Current and forthcoming legislation (employment and others) impacting on areas of activity
- Bachelor’s Degree in HR, Business Administration or related area preferred
- Operated as an HR generalist, or specialist in ER for 3+ years
- PHR certification preferred
- Thorough knowledge of all Federal, State and Local employment law is required
- Microsoft Office Suite
- HRIS systems (payroll, lifecycle, position management, ATS, etc.)
- Ability to impartially advocate for company and customers, to deliver mutually beneficial results
- Strong oral and written communication skills
- Analyzing data and using information to recommend changes
- Management of ER issues
- Management of people related impacts during organizational change
- Additional language; French and/or Spanish a plus
About Clarks
Clarks, based in Somerset, England, has been at the forefront of innovative shoemaking since its foundation in 1825, when brother 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 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.
We will not discriminate on the basis of sex, age, disability, marital status, color, race, religion, ethnic origin, sexual orientation or gender re-assignment', complying with local legislative requirements.
Actual compensation within a pay range will be based on factors including but not limited to a candidate’s relevant experience, qualifications, performance, Clarks’ business needs, internal equity and any statutory obligations. The pay range for this role may be modified by Clarks at any time in the future.
