Job Description

The Global Procurement organization at Walmart is responsible for the comprehensive sourcing of goods not intended for resale, encompassing everything from developing sourcing strategies and identifying suppliers to managing the payment of invoices. This team collaborates closely with key leaders across the company to support the execution of Walmarts strategic initiatives and enhance operational efficiencies. Meanwhile, the Customer Care organization is dedicated to protecting the experiences of both customers and associates by promptly responding to and resolving their needs. Additionally, this team provides valuable insights aimed at minimizing friction points, ensuring a smoother and more seamless experience for everyone involved. You ll Sweep us off our feet if you have . Strong understanding of HR practices and ability to drive consistent execution. Experience in Talent Strategy, Talent Planning, and Strategic Workforce Strategy and Planning Excellent communication and leadership skills Experience in fast paced, high volume environment that is scaling up operations You ll make an impact by Defines the human resources strategy to support assigned business area by understanding strategic business goals and objectives; advising on the execution of organizational change initiatives; assessing human resources implications of various strategies; providing guidance/recommendations to business leaders on human resources issues. Drives consistent execution of the companys human resource practices, systems, and personnel-related activities by auditing human resources practices; analyzing and interpreting reports; creating action plans to resolve instances of non-compliance; conducting observations and investigations; developing and delivering human resources methodology and process training programs; and providing human resources advice and consulting for managers. Directs human resource and business data analysis and management by collaborating with cross-functional partners to identify, collect, and analyze data ; conducting data analysis on cross-functional data; identifying and escalating risks and concerns ; interpreting and summarizing data for reports and presentations; making data-driven recommendations; administrating and utilizing Share Point and other collaborative tools; creating and maintaining reports, reporting tools, and templates; and maintaining information security and confidentiality. Drives talent management initiatives for assigned area by developing and implementing talent plans; monitoring workforce planning processes; acquiring and retaining key talent; developing relationships with external organizations; ensuring implementation of action plans for diversity initiatives; analyzing talent management data, tools, and systems; partnering with training and development to address training needs; monitoring performance management processes and initiatives; overseeing and ensuring consistency in recognition program application; and delivering, monitoring, and ensuring compliance with compensation programs and policies. Manages and monitors compliance with federal, state, and local laws and regulations and company policies and procedures by keeping current on laws and regulations related to general human resource practices and regulations related to licensure and certification ; implementing and monitoring human resource compliance; implementing action plans to improve performance and reduce instances of non-compliance; and directing the management teams in ensuring confidentiality of information, documentation, and assigned records. Drives the execution of multiple business plans and projects by identifying customer and operational needs; developing and communicating business plans and priorities; removing barriers and obstacles that impact performance; providing resources; identifying performance standards; measuring progress and adjusting performance; accordingly, developing contingency plans; and demonstrating adaptability and supporting continuous learning. Provides supervision and development opportunities for associates by selecting and training; mentoring; assigning duties; building a team-based work environment; establishing performance expectations and conducting regular performance evaluations; providing recognition and rewards; coaching for success and improvement; and ensuring diversity awareness. Promotes and supports company policies, procedures, mission, values, and standards of ethics and integrity by training and providing direction to others in their use and application; ensuring compliance with them; and utilizing and supporting the Open Door Policy. Ensures business needs are being met by evaluating the ongoing effectiveness of current plans, programs, and initiatives; consulting with business partners, managers, co-workers, or other key stakeholders; soliciting, evaluating, and applying suggestions for improving efficiency and cost effectiveness; and participating in and supporting community outreach events. Minimum Qualifications - 5 years experience in HR in high volume Contact Center 3 years experience senior level HRBP experience (supporting Director and above). This should include experience in a strategic role and demonstrate understanding of the business Knowledge and skills: A deep understanding of HR functions, Employment laws, HR best practices, Strong leadership and communications Preferred Qualifications - 3+ years supervisory experience 7+ years experience in HR or related area 5+ years experience senior level HRBP experience (supporting Director and above) PHR/HRCI certification PMO experience Labor Relations experience Managing/supporting a remote work force (this could include international)