Director Human Resources - Old Navy - Canada
Old Navy makes current American fashion essentials accessible to every family. From day one, Old Navy was a revolution. We were something the world had never seen - fabulous, affordable fashion. We didn't take ourselves too seriously, and we broke the industry's rules. We said fashion didn't have to be just for rich people - it could be for everyone. We opened our first store in 1994 in San Francisco and have been on a roll ever since. Today, customers can shop for their must-have fashion essentials online as well as in one of our 1,000+ stores located globally. When you work at Old Navy, you're choosing a different path (and a pretty awesome one at that). We believe that style and quality should be accessible to everyone and we work hard to make that possible. Truth is, in fashion, it's easy to be exclusive. It takes a lot more creativity, guts and drive to be inclusive. What we believe in today is exactly what we believed in when we started: we're on a mission to democratize fashion and make shopping fun again. Sound good to you? Old Navy – a brand for everyone, a place for you. This position supports the Western Zone and is based in Irvine, California Create comprehensive 3-year Human Resources (HR) strategy that supports achievement of zone business goals and North America field objectives. Utilize understanding of the business levers (e.g. comp, store sales, conversion, and gross margin) to design and implement HR solutions Ensure end-to-end capabilities and processes are in place for HR direct reports and Operations leaders to achieve the HR strategy. Annual output per HR budget dollar is increased year-after-year Consistent program and process results achieved within budget year after year Tie HR activities to zone competitiveness Anticipate competitive moves in business and HR and exceed the competition year-after year Complete a Zone HR operating plan, before beginning of fiscal year, and translate into direct report goals and plans. Align HR goals with zone goals and ensure they are clear to everyone Set zone HR priorities based on the North America Field strategy and resolve competing priorities promptly Allocate zone HR resources to priorities Ensure required support systems are in place to meet goals, including people, budget, systems and sponsorship Ensure HR systems & processes are connected field functions and zones and deliver productivity gains Innovate in a way that achieves continuous improvement Identify new, value-added work to improve results and reduce complexity Produce predictable results by holding HR team and zone management team to agreed upon plan and measures Raise standards of quality on technical HR work and effectiveness of business partnerships. Use understanding of consumer insight and customer needs to develop people initiatives Create innovative people solutions and products, programs and services through alignment with HR Solution Center Execute with precision and measure internal customer satisfaction Brand building and Management Use the brand's promise to guide development of products and services and ensure it is supported by people initiatives Measure results of initiatives to identify opportunity for improvement to achieve increased satisfaction with products and services Use market insights to inform people strategies and initiatives at the zone level Support the business by insuring people initiatives are designed and executed to support growth and operating strategies for the stores organization Gain input from stakeholders (Zone Vice President and HR peers) and effectively communicates the vision and business direction of the people strategy for the division. Localize to the zone level as appropriate Anticipates and leads change efforts in the zone Attract, lead and retain a diverse team that positively contributes to performance of the zone Builds a strong pipeline of talent with healthy bench strength Leads a team that is committed to and engaged by the business, receive ongoing feedback & coaching, and are considered role models of Gap Inc.'s values and behaviors Fosters a work environment actively supports and encourages creativity and a diversity of ideas Recognized as having strong internal cross-functional and peer relationships to facilitate decision-making Sets example for the team by demonstrating balance in own work time and makes time to think and plan Personal development goals are planned and achieved
- 10 years Field Human Resources management experience
- 5 years of experience leading teams
- Experience working with teams remotely
- Proven experience as a strategic business partner, understanding how to add value through focus on the business operations and objectives.
- Ability to work collaboratively across divisions and functions to design solutions to business issues
- Experience working with senior-level management team
- Demonstrate influencing and analytical skills.
- Demonstrate organization and project management skills.
- Flexibility and adaptability; ability to successfully work under pressure and handle highly sensitive issues
- College degree preferred
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