District HR Manager at The Home Depot

With A Career At The Home Depot, You Can Be Yourself And Also Be Part Of Something Bigger. Position Purpose

The District Human Resources Manager (DHRM) is a key business partner responsible for driving talent readiness, associate engagement, compliance, and organizational effectiveness across a district of 6–13 stores. The DHRM aligns people strategies with business goals and Company Values, leading efforts in talent management, leadership development, associate relations, and workforce planning to build strong teams and sustain a positive, inclusive, and high-performing culture. Key

Responsibilities

• 10% Recruitment, Selection & Onboarding - Support Associate Support Department Supervisors (ASDS) selection and development, ensuring readiness for future leadership opportunities.
• Partner with store and district leaders to ensure quality and consistency in hiring and assimilation of both internal and external talent.
• Support hourly and salaried hiring initiatives, including local job fairs, internal development forums, and community partnerships.
• Oversee the onboarding experience for new leaders, ensuring timely system access, mentoring, and engagement in district learning plans. 40% Associate Relations & Workplace Culture - Lead HR Town Halls and follow-up on action items from both townhalls and Voice of Associate survey results, ensuring accountability for progress and improvement.
• Partner with store leadership to foster engagement, recognition, and communication across teams.
• Serve as a trusted advisor and first responder for associate relations issues, workplace incidents, and investigations, partnering closely with AR and Legal as needed.
• Manage the accommodation process for stores in their district by partnering with associates, leaders, and centralized resources to ensure timely documentation, consistent communication, and compliant return-to-work and accommodation plans that support associate wellbeing and business continuity.
• Manage Salesforce case investigations effectively, ensuring timely investigative documentation creation and retention, root-cause analysis, and fair resolution. 15% Change Leadership & Business Partnership - Promote and model Company Values and leadership behaviors, reinforcing a culture of inclusion, high-performance and customer focus.
• Actively participate in district operations and store walks to provide real-time HR insights and coaching.
• Partner with district leadership to align people strategies with business goals, driving results through talent, engagement, and organizational effectiveness.
• Support change initiatives such as new store openings, closings, restructurings, and strategic realignments. 15% Learning, Training & Performance Enablement - Leverage Salesforce, Workday and other HR tools to identify associate and leader skill gaps, and reinforce accountability for development outcomes.
• Monitor and assess the execution and impact of training plans for both hourly and salaried associates.
• Facilitate and model a culture of continuous learning, ensuring that coaching and skill development are embedded in daily operations.
• Partner with store leaders to ensure timely and effective performance management, including feedback delivery, code calibration, and development planning. 15% Operational Excellence & Collaboration - Maintain readiness and partnership protocols for labor relations and emergency response events.
• Participate in district meetings and business reviews as a key HR advisor and thought partner.
• Partner with the HR Service Center to ensure accuracy and consistency in staffing, transactions, and associate records.
• Leverage AI-enabled HR tools and people analytics (e.g., workforce trends, engagement, attendance, associate relations case drivers) to surface insights, anticipate risk, prioritize actions, and coach leaders on data-backed decisions that improve associate experience, compliance, and district performance. 5% Talent Strategy & Leadership Development - Champion an inclusive, welcoming, and respectful workforce, leveraging local partnerships to continue building the most highly regarded culture in retail.
• Drive salaried succession planning and talent pipeline development through consistent talent planning and leadership evaluation.

Requirements

• Typically requires overnight travel 20% to 50% of the time.

Physical Requirements

• Requires intermittent periods during which continuous physical exertion is required, such as walking, standing, stooping, climbing, lifting material or equipment, some of which may be heavy or awkward.
• Working Conditions: Typically located in a comfortable indoor area.
• There may be regular exposure to mild physical discomfort from factors such as dust, fumes or odors, temperature extremes, loud noise, strong drafts, or bright lights.
• Minimum

Qualifications

• Must be eighteen years of age or older.
• Must be legally permitted to work in the United States.
• Preferred

Qualifications

• No additional qualifications Minimum Education: The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED.
• Preferred Education: The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.
• Minimum Years of Work Experience: 5 Preferred Years of Work Experience: No additional years of experience Minimum Leadership Experience: 5 Preferred Leadership Experience: No additional years of leadership experience Certifications: None Competencies: Communicates Effectively Decision Quality Plans and Aligns Develops Talent Decision Quality Plans & Aligns Manages Conflict Drives Engagement Drives Results Collaborates Manages Ambiguity