Director, Corporate Human Resources Business Partner (HRBP)

Our values start with our people, join a team that values you!

Bring your talents to Ross, our leading off‑price retail chain with over 2,200 stores, and a strong track record of success and growth. Our focus has always been bringing our customers a constant stream of high‑quality brands and on‑trend merchandise at extraordinary savings while providing a fun and exciting treasure hunt experience. As part of our team, you will experience:

• Success. Our winning team pursues excellence while learning and evolving
• Career growth. We develop industry leading talent because Ross grows when our people grow
• Teamwork. We work together to solve the hard problems and find the right solution
• Our commitment to Diversity, Equality & Inclusion, and our community. We celebrate the backgrounds, identities, and ideas of those who work and shop with us because our differences make us stronger. We strive to be a positive force in our community.

Our Corporate headquarters are in Dublin, CA, we have 3 buying offices in key markets in New York City, Los Angeles, and Boston, and 8 distribution centers nationwide. With 2025 revenues of $22.8 billion, we are a Fortune 500 company who is committed to providing an inclusive work environment with continuous learning opportunities and development for our teams.

General Purpose

The HR Business Partner (HRBP) partners with the Business to enable growth by proactively assessing needs and collaborating to develop and deliver talent management solutions and provide quality consultation that maximizes engagement and minimizes risk.

The base salary range for this role is $108,600 - $204,150. The range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location.

Essential Functions

Strategic Partnering

• Build relationships with appropriate senior business leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions
• Keep succession planning, career development, and performance management processes and results aligned with the organization’s goals. Increase the buy‑in and capabilities of executives and managers within client organizations to apply these practices to build bench strength and ensure a qualified and ready pipeline of successors
• Understand the operating model for the Business Partner (BP), and assess the impact of any changes on existing talent
• Facilitate development and execution of talent strategy with BP
• Identify HR’s contribution to realizing clients’ objectives and leverage HR services or programs to suit the needs of BP
• Facilitate career management and planning in alignment with talent management expectations
• Identify and support critical metrics to assess and measure impact and results
• Facilitate organizational change management and help leaders align communication, behavior, and infrastructure to support the desired changes
• Mitigate risk by ensuring appropriate escalation/investigation of performance, conduct, and other associate relations–related matters

Needs Assessment

• Support clients’ coverage and identify emerging talent issues before they impact the clients’ strategy fulfillment
• Leverage associate feedback and/or interviews to maintain or build awareness of covered population, issues, and challenges
• Leverage HR COE teams as relevant to conduct assessments
• Continually assess the HR implications of client‑driven strategic options and proactively communicate

Monitor Culture and Drive Change

• Facilitate the adoption of HR policies and practices and educate leaders and managers regarding HR capabilities
• Support the collaboration, mutual accountability, and respect within the HR team
• Drive organizational improvements and decision‑making to constantly improve corporate talent across the business while balancing both strategic needs and tactical goals
• Support and drive diversity and inclusion initiatives at all levels; foster a culture of associate engagement, which includes supporting, influencing and strategizing with BP on engagement survey results
• Support and drive the corporate leadership and corporate functions to embrace organizational changes and promote continuous improvement through operational excellence
• Partner with HR Centers of Excellence to provide seamless HR operations support to the client organizations
• Support HR initiatives across the calendar year and keep the line up‑to‑date on forthcoming initiatives

Competencies

People

• Building Effect Teams (for managers of People and/or Projects)
• Developing Talent (for managers of People)
• Collaboration

Self

• Leading by Example
• Communicates Effectively
• Ensures Accountability and Execution
• Manages Conflict

Business

• Business Acumen
• Plans, Aligns and Prioritizes
• Organizational Agility

With particular emphasis on the following specific position‑related competencies

• Drive for Results
• Decision Quality
• Interpersonal Savvy
• Demonstrates Self‑Awareness
• Instills Trust

Qualifications and Special Skills Required

• At least 10 plus years of progressive HR experience
• Bachelor’s degree or equivalent in Human Resources, Business, Management, Organization Development or a related field
• SPHR or SHRM‑SCP desired
• Experience in working with all levels of associates, including C‑Suite
• Experience leading projects and helping to foster/create a positive working environment
• Experienced in understanding and successfully managing Associate Relations issues
• Experience designing, building, and implementing HR functional programs, policies, tools, and procedures
• Experience in successfully managing multiple priorities and projects through successful delivery and implementation under time, budget, and political pressure
• Proven success in working in a fast‑paced growing business environment
• Experience working collaboratively to facilitate the delivery of HR support
• Strong ability to partner with Human Resources (e.g., compensation, learning & development, and associate relations) desired with a mix of operational, strategic and systems thinking experience
• Experience working with a service delivery model that includes shared services

Physical Requirements / ADA

Job requires ability to work in an office environment, primarily on a computer. Requires sitting, standing, walking, hearing, talking on the telephone, attending in‑person meetings, typing, and working with paper/files, etc. Consistent timeliness and regular attendance. Some travel required. Vision requirements: Ability to see information in print and/or electronically.

Supervisory Responsibilities

None at this time

Disclaimer

This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all‑inclusive listing of duties and responsibilities. Contents are subject to change at management's discretion.

Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.