19 days old

Regional Director Human Resources

Los Angeles, CA or Houston, TX
  • Job Type
  • Job Status
    Full Time



With more than 160,000 employees to support, the Human Resources function at Macy’s is incredibly broad – which means outstanding opportunity to design your own HR career in everything from compensation and benefits to associate relations and talent acquisition. Not ready to specialize?  HR generalist roles are available as well, in locations nationwide.

The HR Business Partner Director is responsible for ensuring alignment between the business operations and HR strategy, practices and objectives. The incumbent has a keen understanding of the business’ strategy, developing and executing creative solutions using experience, data analyses, and relevant organizational resources.
The HR Business Partner Director provides consulting and coaching to departmental leaders and managers in order to support the business’ vision, mission, and overall objectives.
Multi-location responsibility- Travel 50%
This position may be seated in any MLO facility in the West Region, unless the facility cannot support required technology.
Key Relationships:
  • Facility Vice President (FVP)
  • Regional and Central Business Unit Leaders
  • HRBP Leadership
  • COE Leadership
Talent Acquisition:
  • Partners with business unit to integrate existing workforce plans and staffing strategy when considering openings.
  • Coaches leaders to bring in opportunistic hires to strengthen and diversify talent and support succession plans as appropriate.
  • Helps hiring managers develop profiles, sourcing strategies, and selection process and compensation and offers strategies for selecting senior level hires to ensure equity.
Talent Development:
  • Identifies talent needs, risks and gaps; creates and oversees execution of a plan to address using talent management tools and resources. Facilitates, executes and/or participates in Talent Reviews/Succession Planning roundtables for business partners, leading the entire process across the business unit/function as required
  • Support the implementation of business unit specific development strategies. Drives or coordinates the deliver of existing programs or development of new solutions to close gaps and build bench strength.
Business Unit / HR Strategy Execution:
  • Translates business unit strategy and creates short and mid-term business unit specific HR initiatives in support of the business strategy for assigned clients.
  • Develops, aligns and executes HR programs and initiatives; drives to successful completion in support of business unit plans.
  • Monitors progress against metrics and milestones, informing leaders as appropriate and making recommendations as needed.
Change / Culture / Engagement:
  • Manages and implements change management initiatives and may be accountable for leading a portion or work stream of a larger change management strategy.
  • Consults with internal or external partners to assess, design and implement change management strategies/programs for business unit/HR initiatives; brokers with partners to provide the right resources for the initiative to ensure successful outcomes.
  • Develops strategies and programs to fit the needs of the organization; consults on change impact of process improvement initiatives.
  • Monitors progress against metrics and milestones, coaching business unit leadership as needed throughout the change.
Core Competencies: 
  • Leadership Expertise: Include Macy’s Core Leadership Competencies for appropriate pipeline level
  • HR Functional Proficiency:  Knowledge of major responsibilities, accountabilities, and organization of the HR function or department; ability to use and administer the organization’s HR policies, strategies and environment.
  • Business Acumen: Awareness and knowledge of and insight into the organization’s vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to apply this understanding appropriately to diverse situations. Knowledge, insight, and understanding of business concepts, tools, and processes that are needed for making sound decisions in the context of the company’s business; ability to apply this knowledge appropriately to diverse situations.
  • Change and Communications: Knowledge of and ability to align the organization’s people and culture with changes in business strategy, organizational structure, technology and business processes.
  • Strategic Thinking:  Understands business issues and opportunities and translates or aligns them to a vision, strategy and plans to chart a course of action
  • Solution Orientation:  Knowledge of techniques and tools that promote effective analysis and the ability to determine the root cause of organizational problems and create alternative solutions that resolve the problems in the best interest of the business.
  • People Management: Ability to establish and build healthy working relations and partnerships with internal and external customers/clients. Creates and sustains high performing teams committed to exceeding business goals.
  • Talent Development: Knowledge of how an organization attracts, recruits, evaluates, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term goals.  Includes talent related processes (e.g. performance management, development, succession, workforce planning, etc.).


  • Education/Experience: Experienced HR Director or proven experience influencing senior level leaders strongly preferred
  • Communication Skills: Excellent written and verbal communication skills.  Ability to read, write and interpret instructional documents such as reports and procedure manuals.
  • Mathematical Skills: Must have above average mathematical skills, including the ability to comput rates, ratios, and percentages, and the ability to work with mathematical concepts such as probability and statistical inference.
  • Reasoning Ability: Must be able to work independently with minimal supervision.
  • Physical Demands: This position involves extended periods of sitting and the extensive use of computer and office equipment.  May involve stooping, kneeling, or crouching.  Involves close vision, color vision, depth perception, and focus adjustment.
  • Work Hours: Ability to work a flexible schedule based on department and company needs.  Regular, dependable attendance and punctuality.
  • Other Skills:  Experience leading in a union environment is a plus. SHRM-CP or SHRM-SCP Preferred


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Los Angeles, CA or Houston, TX

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