URBN Supply Chain HR Business Partner

This position is located at 766 Brackbill Rd, Gap, Pennsylvania, 17527 United States

Human Resource Business Partner, Supply Chain

Overview: 

The  HRBP, Supply Chain is an advisor to leadership and managers with regard to all people matters. Responsible for supporting, leading and executing HR and Talent functions within an area of the  Supply Chain network. The HRBP is the liaison between the Supply Chain and URBN people related Shared Service departments. The HRBP also plays a role in supporting employee experiences and is a thought partner to the leadership teams on topics such as talent development, organizational design, change management, project management, performance management, employee engagement, HR Operations and leadership while fostering a culture aligned with URBN values.  

Primary Duties & Responsibilities: 

HR Leadership 

• Oversee and ensure consistency with on-site HR Teams.  

• Serve as an advisor to leadership on all people-related matters. 

• Support organizational design and change management initiatives including operational updates and changes. 

• Partner with Sr HRBP, HRBP – WFM, Finance and Talent teams on adherence to compensation strategy, annual merit, bonus, and long-term incentive planning. 

• Understand and interpret people and data analytics to support business decisions  

• Lead the execution of change management strategies for HR initiatives, ensuring alignment across locations. Partner with cross-functional leaders to drive adoption, minimize resistance, and foster a culture of continuous improvement  

• Drive consistency and alignment in people related decision making throughout the SC HR organization 

• Drive results by identifying skill gaps, implement targeted training programs, and fostering a culture of continuous learning and collaboration, resulting in increased employee engagement and performance. 

Talent Development & Performance Management 

• Talent Mapping and Talent Development – Support leadership team through (annual)talent mapping and calibration exercises. Collect nominations for Talent Development (TD) programs, check-in on program participants, support follow-up activities and next steps.  

• Participate in interview process for key leadership roles  

• Support location staffing decisions and strategy in partnership with Talent Acquisition  

• Drive adoption and impact of Learning and Development content effectiveness. Aligning offerings with talent strategies and partnering with business leaders to ensure alignment to business growth and development.   

• Align and execute talent development and performance management processes  

• URBN Connects (URBN’s annual performance management program with 4 touch points throughout the year) – support training and communication efforts to drive participation rate and program efficiency. 

• Year-end reviews and Goal-Setting – Feb to mid-April 

• Mid-year reviews – Aug. to Sept. 

• Assessment and review of all employees  

• Development Plans – Support managers with the creation of development plans as part of annual performance management process as well as off-cycle where necessary.  

Employee Engagement & Culture  

• Employee Engagement Survey – drive response rate in the sites, support communications 

of survey results to the leaders, facilitate information sharing and action planning efforts for support locations.  

Employee Lifecycle Survey – support administration of the program including checking-in after a new hire’s first month in the business 

• Employee Engagement Initiatives & Culture – Drive site adherence and support, planning and coordination of special engagement initiative programs to build a culture of engagement Driving employee well being strategy 

HR Operations 

• HR Compliance: Oversee HR operations including employee relations, investigations, accommodations, and compliance with employment laws (ADA, FMLA, EEO, etc.). Ensure consistency across all SC Locations. Collaborate with Legal and Shared Services to mitigate risk and ensure policy alignment. Escalating to Sr. HRBP and HR Director for alignment as needed.  

• URBN Compensation programs communications support; ensure follow up between Leadership / HR on topics including Annual Merit, Bonus Administration and Long-Term Incentive Plans. 

• URBN HR Operations –Serving as a conduit between Supply Chain, Shared Services HR Operations, and Legal 

• Onboarding– Ensure all SC employees are onboarded properly. Includes compliance, new hire check-in and engagement. 

• Employee Relations – Lead & partner with HR Teams to handle HR issues including advising on disciplinary or termination process; support in investigations and accommodation requests and follow through resolution. Partner as needed with URBN HR and Legal departments. 

• Technology integration: Drive the Integration of HR technology solutions to streamline processes and improve efficiency 

• Data & Analytics: Use data and analytics to drive initiatives, decisions and recommendations.  

• Project Management: Lead and manage cross-functional HR projects from initiation through execution, ensuring alignment with organizational goals and timelines. Develop project plans, set milestones, and coordinate resources to deliver high-impact HR initiatives such as organizational change, talent development, and process improvements.  

Organizational Strategy & Design 

• Executive Leadership Support - support leadership team on organizational changes, change impact, and communications. 

• Organization Design - partner with leadership team to design or redesign jobs and organizational structure. Consult with HRBP – WFM, Finance, Sr HRBP, HR Director for alignment.  

• Leadership Support - coach and support leaders, particularly around communications and change management. 

• Job description creation and review - changing, or updating existing roles. 

Knowledge, Experience & Skills Required:  

• Bachelor’s Degree and at least 10+ years of HR experience preferably in the supply chain retail/fashion industry 

• Demonstrated knowledge of HR strategies: DEI, workforce planning and development, talent management, organization design and administrative functions 

• Strong change management skills, preferably with new facility launches.  

• Knowledge of Federal, State, and local labor and employment laws (i.e., Title VII of the Civil Rights Act, ADA, FMLA, ADEA, FLSA and EEO regulations) 

• Direct client-facing experience; with a demonstrated experience in fostering diversity and inclusion within the workplace and a track record of supporting inclusive HR/Compensation practices.  

• Experience in leveraging project management and change management methodologies to achieve business outcomes. 

• This position is based primarily out of our home offices located in the historic Navy Yard of Philadelphia.   

• Ability to support a 24/7 environment with multiple shifts and a significant staffing ramp during peak times. Must be willing to work a flexible schedule (inclusive of on call) that includes nights, weekends, and holidays. Must be able to travel as needed to all facilities in North America and be in office 4 days a week. 

URBN offers comprehensive Perks & Benefits to employees. Availability and eligibility to specific benefits may be subject to your location and employment status. Benefits include medical, dental, vision, PTO, generous employee discounts, retirement savings and much more! For additional information visit www.urbn.com/work-with-us/benefits

URBN celebrates diversity and is committed to creating an inclusive environment for all employees. We are proud to provide equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, sex (including gender, pregnancy, sexual orientation, and gender identity or expression), religion, creed, age, physical or mental disability, national origin or ancestry, ethnicity, citizenship, service in the uniformed services, genetic information, or any other protected characteristic as established by law. We believe strongly in fostering a safe, fair and respectful work environment. To ensure compliance with our non-discrimination and anti-harassment policies, we offer anti-harassment training to managers and employees.