Senior Manager, Human Resources (Supply Chain)

Company Overview

Our values start with our people. Ross is a leading off‑price retail chain with over 2,200 stores, $20.4 billion in 2023 revenue, and a Fortune 500 status. We focus on delivering high‑quality, on‑trend merchandise at extraordinary savings while providing a fun “treasure hunt” experience. Our corporate headquarters are in Dublin, CA, with buying offices in New York City, Los Angeles, and Boston, and eight distribution centers nationwide. We are committed to diversity, equality, inclusion, and community impact.

Role Overview

The Sr. Manager, Human Resources serves as a strategic HR leader and trusted advisor to senior leaders across Supply Chain Corporate Functions. Reporting to the V.P., Human Resources, this role shapes and executes enterprise talent and associate experience strategies to enable business growth, strengthen culture, and mitigate risk. The position leads high‑impact initiatives in talent management, associate experience, change management, workforce planning, and HR operational excellence.

HR Operational Excellence & Analytics

• Partner with HR Shared Services and tiered support to ensure consistent, timely resolution of HR transactions and escalations.
• Analyze workforce HR metrics (e.g., engagement, turnover, performance outcomes) to identify trends, measure impact, and inform strategic decisions.
• Drive continuous improvement by refining scalable HR processes that improve efficiency, consistency, and the overall associate experience.
• Assist the V.P., HR with day‑to‑day support of Corporate Supply Chain associates, including policy questions, performance issues, compliance of annual trainings, mid‑year and year‑end focal processes, new‑hire orientation, annual associate survey, and recruiting efforts.

Strategic HR Business Partnership

• Serve as HR advisor to leaders, influencing enterprise and functional strategy through forward‑looking talent and workforce insights.
• Partner with leaders to align workforce planning, succession planning, and performance management with current and future business needs.
• Anticipate and assess HR implications of business strategy, transformation initiatives, and operating model changes.
• Mitigate organizational risk by overseeing complex associate‑relations matters, ensuring appropriate escalation, investigation, and resolution in alignment with policy and employment law.

Associate Experience, Engagement & Culture

• Drive an integrated associate experience strategy across distribution centers and corporate supply chain, aligned to enterprise growth and transformation priorities.
• Lead development and measurement of engagement initiatives, including annual surveys, translating insights into actionable strategies that improve retention and performance.
• Champion an inclusive culture by embedding engagement, belonging, and leadership expectations into the associate lifecycle.
• Build, champion, and scale programs that reinforce Ross’s commitment to a best‑in‑class associate experience in the DCs and corporate supply chain.

Talent Strategy & Workforce Planning

• Lead and influence talent strategies, including succession planning, career development, and leadership capability building.
• Provide strategic guidance on talent needs and future capabilities required to support long‑term business growth.
• Support critical talent reviews and calibration processes, ensuring consistency, quality, and leader accountability.

Change Management & Communications

• Lead enterprise and functional change‑management strategies that enable successful adoption of organizational changes while minimizing disruption.
• Partner with senior leaders and communication teams to develop clear, compelling, and aligned messaging that drives engagement and transparency.
• Support leaders through periods of transformation by coaching on communication, role clarity, and change‑leadership behaviors.

Competencies

• Drives Results
• Plans, Aligns & Prioritizes
• Analysis and Quality Decision Making
• Ensures Accountability & Execution
• Collaborates and Builds Relationships
• Organizational Agility
• Manages Conflict
• Business Acumen

Qualifications & Special Skills

• 8+ years of progressive HR experience in HR Business