Staples is business to business. You’re what binds us together.

Our Human Resources team has one goal: create solutions and services that foster an inclusive and innovative culture. We act as strategic partners to deliver innovative learning and development opportunities, comprehensive compensation and benefit solutions, recruiting tools and more to attract new talent and excite existing talent. We’re a compassionate, hardworking and dedicated team that knows our work makes an impact on our company every day. 

What you’ll be doing: 

Manage and perform all tasks associated with associate relations matters such as investigations, coaching, counseling, terminations, associate conflicts, etc. and recommend solutions to management, including possible corrective action and/or termination based on legal risk factors to the organization. Ensures relevant documentation is completed and maintained.Facilitate Performance Management processes and actions. Drive a high-performance culture through effective implementation and timely follow-up of performance management processes and tools that ensure fair and equitable treatment of all associates.Consult on performance improvement plans and performance management with managers and supervisors including: Reviewing documentation.Witnessing counseling sessions as needed.Providing termination and unemployment claim support as needed.Understand Associate Relations issues and provide counsel to the business. Partner with the Associate Relations team to effectively resolve issues in a timely manner.Be a high-performance culture activist. Help support and align culture and performance to support the company vision, mission, and values.Review and approve associate terminations to ensure that the organization is acting in an appropriate, fair and equitable manner.Provide expert counsel to managers and associates on HR policy interpretation to ensure consistent and fair administration of company policies and procedures throughout the organization that also adhere to federal/state/local (U.S.) and/or federal/provincial (Canada) laws and regulations.Utilize a request management tool to submit, resolve, and track internal business and associate related issues. Ensure accurate/thorough documentation.Liaison between Centers of Excellence (COEs) and the supported business unit(s), including:  Resource for managers and associates to escalate HR issues (i.e. leaves of absence, pay); partner with HR Services to effectively resolve issues in a timely manner.Facilitate the review of reasonable accommodations and the interactive process and escalated leave of absence issues (including identification of LOA/RA needs), ensuring appropriate corporate resources are engaged when needed.Engage and consult with inside (and/or outside) legal counsel as appropriate based on potential legal risk factors to the organization.Champion and drive key HR programs and objectives. Associate Engagement: Proactively advise leaders on emerging workplace trends and recommend associate engagement strategies that balance the business and associate needs. Maintain effective communication and positive relationships with employees to promote employee satisfaction and sustain a union free environment.Talent Development: May facilitate training sessions related to assigned programs or section areas as needed.Other duties as assigned.Identify patterns (i.e. behavioral, policy abuse, metrics) and share insights that will help drive organizational change.Maintain effective communication and positive relationships with managers to promote positive customer satisfaction.Coach and develop leaders. Coach managers to effectively manage and improve the performance of their associates and/or teams and build better self-sufficiency.Advise managers on people issues by helping to identify root cause and develop solutions to help meet business needs.

What you bring to the table: 

Business AcumenProblem solving skillsAbility to deal with high stress, time-sensitive situations while balancing multiple tasks with varying complexityConsulting, facilitating and conflict management/resolution skillsStrong communication (verbal & written) and relationship-building skillsAbility to influence multiple layers of managementCultural competence and agilityDemonstrate a collaborative approach while identifying and solving issues

What’s needed- Basic Qualifications: 

5+ years of experience in tactical tactical Human Resources function, which includes supporting multiple levels of management in a fast-paced work environment HR experience with emphasis in employee relations, performance management, and organizational effectiveness.

What’s needed- Preferred Qualifications:

Bachelor’s degree in HR Management, Organizational Psychology, Business or equivalent work experience HR Certification (i.e. PHR, SPHR, SHRM-CP, SHRM-SCPExperience working with a request management tool (i.e. ServiceNow)Bilingual (Spanish)

We Offer:

Inclusive culture with associate-led Business Resource Groups Flexible PTO (22 days) and Holiday Schedule (7 observed paid holidays) Online and Retail Discounts, Company Match 401(k), Physical and Mental Health Wellness programs, and more! 

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

At Staples, “inclusion” is an action word. It represents what we do to ensure that all employees feel valued and supported to contribute to their fullest potential. When we operate inclusively, diversity naturally follows. This is why we work hard to foster an inclusive culture, as we seek employees with unique and varied perspectives and areas of expertise. The result is a better workplace and innovative thinking that helps us exceed our customers’ expectations -- through the power of the people behind our iconic brand.

Staples is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other basis protected by federal, state, or local law.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.