Human Resources Business Partner

TJ Maxx

At TJX Companies, every day brings new opportunities for growth, exploration, and achievement. You’ll be part of our vibrant team that embraces diversity, fosters collaboration, and prioritizes your development. Whether you’re working in our four global Home Offices, Distribution Centers or Retail Stores—TJ Maxx, Marshalls, Homegoods, Homesense, Sierra, Winners, and TK Maxx, you’ll find abundant opportunities to learn, thrive, and make an impact.

Come join our TJX family—a Fortune 100 company and the world’s leading off-price retailer.

• Support compliance with local, state, and federal laws and TJX company policies.
• Support Associate Relations & Labor Relations by coordinating and advising all levels of associates on company policies, procedures, union contract administration, grievances, and benefit programs.
• Responsible for ADA administration, investigations, mediations, termination process, and exit interviews.
• Provide mentorship, facilitate discussions, and make recommendations for employee development needs.
• Performance Management:
  Coach/counsel supervisors on linking individual and organizational goals, clarifying performance expectations and accountabilities.
• Additional HR responsibilities as needed.

Business Acumen: Maintain a working knowledge and understanding of the business (including Engineered Standards) to ensure alignment between business strategy and HR practices. Proactively anticipate and respond to the needs of the business.

Communication: Effectively influence and communicate (verbally & written) when interacting with associates, and all levels of leadership.

Customer Service: Be responsive, demonstrate strong business acumen, and maintain excellent customer satisfaction levels regarding HR support.

Change Management: Work with the business to proactively assess, plan for and navigate the organization through change to achieve desired business results. Support leadership and operational changes by partnering with HR Management and/or Learning & Development to implement organizational development and effectiveness initiatives.

Workforce Planning/Staffing: Meet with the DC Management team to understand business goals and anticipate future staffing needs. Plan appropriately to ensure DC staffing levels are met. Proactively strategize with management to recruit new hires based on production requirements. Source, interview, and select external candidates up to Supervisory level. As appropriate, administer internal recruitment and selection process including bargaining unit positions. Proactively develop and implement alternative staffing sources and represent the Company at job fairs.

Administer GWA Transfers, Premium, and Bid Award.

Associate/Labor Relations: Promote a positive work environment by managing conflicts through timely and effective resolution. Conduct internal investigations (as assigned) to include case intake, preparation, and witness and subject interviews, and complete investigation reports. Present case findings to the Human Resources Business Partner II and/or Sr. Human Resources Business Partner for final recommendation. Conduct regular rap sessions with HO non-exempt staff.

Support Associate Relations & Labor Relations by administering and advising all levels of associates on company policies, procedures, union contract administration, and benefit programs. Provide counseling and recommend resolution to associate/supervisory union and non-union issues. Ensure Open Door, diversity and other values related issues are resolved effectively. Conduct interventions, fact-findings and resolve conflicts as they arise. Counsel and provide referral resources for work-life balance (TJX Associate Assistance Program).

Learning & Development: In partnership with L&D, ensure the effective training and development of supervisors and associates on the floor. Conduct new hire orientations as needed. Provide coaching, facilitate discussions and make recommendations for non-exempt associates’ and D/C Supervisors’ development needs. Consult with L&D to follow up on operational issues, such as work methods, productivity and new hire follow-up.

Legal…