Come work at a place where we take pride in creating a workplace environment that values hard work, commitment, and growth .The Sr Director Corporate Human Resources is responsible for providing expertise and guidance in the areas of culture, change management, strategic coaching, talent assessment and development, succession planning, performance management, and organizational design.The HR Business Partner function is responsible for partnering with business leaders to help identify, assess and solve complex organizational talent challenges by ensuring our strategy is supported by our structure and that we have the right people in the right roles in order to deliver on our long range plan. The Sr Director Corporate Human Resources will flex from strategic planning to daily support of designated client groups, while operating as a subject matter expert, culture champion and change agent. This position must assess and anticipate HR-related needs, communicate needs to the business, centers of excellence within HR and collaborate with all relevant parties to develop integrated solutions. This position must have an Academy first, HR second mindset.The Sr Director Corporate Human Resources will partner with the Vice President level in corporate to ensure their organizations have the talent, structure and support needed to deliver on their strategic initiatives.Job Description:Education:Bachelor's Degree (accredited) in Human Resources, Business Administration, or similar area of study, or in lieu of degree, High School Diploma or GED (accredited) and four (4) years of relevant work experience.Work Experiences:15 years of relevant work experience (in addition to education requirement) with progressively responsible human resource management roles.Experience in large retail environment or with the service industry preferred.7+ years of management experience with strong people development background7+ years of experience in organizational design, strategic workforce planning, and working with senior management.Skills:Strategic Influence – Effectively gaining commitment to one’s ideas and ability to persuade key stakeholders and support partners to take action that will advance shared interests and business goals.Excellence in Execution - Translating strategic initiatives into operational reality; aligning communication, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that all strategies yield measurable and sustainable results.Financial Acumen – Diagnosing business opportunities and successes through the ongoing review of financial data. Leveraging financial data to fuel strategic decisions for the department and to maintain a mindset focused on continuous improvement.Effective Communication - Clearly and succinctly conveying information and ideas to individuals and groups at various levels and in different functions within the organization; communicating with tact, professionalism and the ability to influence others.Cultivating Partnerships - Initiating and maintaining strategic relationships with client group, key stakeholders, and potential partners inside organization (e.g., peers, cross-functional partners, etc.) who are willing and able to provide the information, ideas, expertise, and/or influence needed to advance strategic initiatives and/or operational excellence.Demonstrated experience in making strategic HR decisions, assessing leadership talent, and effectively interfacing with high-level business and operations leaders.Developed (oral and written) communication and diplomacy skill set with the ability to influence others by presenting sound and logical arguments tailored to the audience.Strong analytical and critical thinking skills; ability to assess situations make judgments based on practice or previous experience.Manages multiple issues and/or projects simultaneously and executing to completion.Approachable and responsive resource able to connect with employees at all levels.Strong presentation skills and facilitation experience.Strong internal and external customer service focus, with a genuine desire to assist others.Passion for innovative HR solutions and process improvement.Sound knowledge of local labor laws and government requirements.Coaching and leadership assessment experience.Responsibilities:Serve as HRBP to all Vice Presidents within the corporate office by providing strategic and direct support with daily HR needs.Inform COEs on business needs and deploy core HR initiatives (year-end process, annual engagement survey, talent calibration, org planning) to assigned client groups.Create, guide, and facilitate workforce planning, succession planning and organizational design to achieve long range plan.Integrate as a partner in the talent process from recruitment through onboarding; encourage building strength through acquisition and development of top talent.Identify strategies to increase employee engagement through effective communication, policies, and practices.Develop people strategies and create a high-performance culture through talent management, performance management, and leadership development (coach, counsel, career development, performance management)Build team effectiveness by developing customized solutions based on the unique requirements of the business unit and/or client group.Partner with L&D to provide appropriate development solutions for department, team, and individual needs.Create and continuously develop of team with an expertise in HR concepts and principles.Catalyst for change in a constantly changing environment, must see through complexity and strategically support a disparate workforce.Energize and lead client group in complex, matrix, goal-driven organization.Physical Requirements & Attendance:Acceptable level of hearing and vision to perform job duties.Adhere to company work hours, policies, procedures, and rules governing professional staff behavior.Ability to work in office for set schedule Monday – Friday.Ability to travel 25% with some overnight travel.Full timeEqual Employment OpportunityAcademy is an Equal Opportunity Employer and does not discriminate with regard to employment opportunities or practices on the basis of race, religion, national origin, sex, age, disability, gender identity, sexual orientation, or any other category protected by law.