Regional Senior HR Manager; West Coast Retail Stores

Position: Regional Senior HR Manager (West Coast Retail Stores)
Regional Senior HR Manager (Retail Stores) page is loaded## Regional Senior HR Manager (Retail Stores) locations:
Los Angeles, CA:
San Jose, CAtime type:
Full time posted on:
Posted Yesterday job requisition :
JR52567
** 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, Osh Kosh 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 Regional Senior HR Manager (Retail Stores) is a strategic and hands-on HR leader responsible for driving a people-first, inclusive, and high-performance culture across a multi-site retail region. This role serves as a trusted thought partner to Regional and Field Leaders, translating business objectives into effective talent and organizational strategies. As a change champion, the Regional Senior HR Manager provides full-cycle HR leadership - coaching leaders, strengthening engagement, mitigating risk, and developing future-ready talent - while modeling Carter’s core values and building trust at every level of the organization.

Employee Relations (50%):
* Develop and implement people strategies that enhance organizational effectiveness, employee engagement, and operational performance
* Serve as a strategic advisor to Regional Vice Presidents, Directors, and District Leaders on performance management, workforce planning, and succession strategies
* Lead and conduct complex employee relations investigations, ensuring timely resolution, consistent documentation, and compliance with company policy and employment law
* Champion a proactive, positive employee relations approach that promotes trust, transparency, and open communication across the region
* Coach and guide leaders on corrective action, performance improvement plans, and difficult employee conversations, ensuring consistency
* Support leader guidance for performance review processes, ensuring quality feedback and development planning
* Educate and train leaders on company policies, talent best practices, and relevant employment legislation
* Partner cross-functionally to identify trends, address root causes, and implement long-term solutions to prevent recurring issues

Talent Development / Planning (30%):
* Lead and execute regional talent strategies to build a strong, diverse leadership pipeline aligned to current and future business needs
* Partner with Regional and Field Leaders to develop and maintain robust succession plans at the District Manager and Store Management levels
* Collaborate with HQ Talent Acquisition to drive recruiting strategies, including sourcing, interviewing, and selection for critical stores and District Manager roles
* Champion high talent standards by identifying, developing, and promoting leaders who embody the company’s culture and values
* Partner with Learning & Development to deliver leadership development programs that improve retention, engagement, and readiness for advancement
* Provide ongoing, actionable feedback and career coaching to District Managers and Store Leaders to accelerate performance and growth
* Support employer branding and outreach initiatives that strengthen talent pipelines and promote diversity

HR Process / Operations (20%):
* Analyze people and business metrics (e.g., retention, engagement, turnover, employee experience) to identify trends and recommend data-driven solutions
* Leverage people analytics to anticipate workforce risks and support strategic decision-making
* Lead and support change management efforts related to organizational initiatives and business transformations
* Champion company diversity and inclusion initiatives through education, leader capability-building, and inclusive organizational practices
* Monitor employee engagement and sentiment, proactively addressing issues and driving action plans to improve retention and performance
* Provide HR leadership support at regional, district, and…