Deckers Brands Sr. PX Generalist

As a Senior PX Generalist, you will be responsible for supporting designated business groups across Midwest Distribution Center operations, partnering closely with site leaders to achieve business objectives. Acting as a strategic thought partner & operator, this role is critical to the leadership team-providing guidance, insight, and execution of support across people, culture, and organizational priorities. In parallel, the Senior PX Generalist will ensure consistent delivery of HR initiatives and day today's people's operations. This role maintains a holistic view of People & Experience resources, leveraging deep knowledge of PX programs, policies, & partners to enable sound organizational decisions and effective workforce outcomes. Responsibilities span the full employee lifecycle, including talent support, employee relations, compliance, workforce strategy, engagement, influence productivity, retention, leadership effectiveness and operational HR delivery, all aligned to our values framework and people operations.

% OF TIME

ESSENTIAL JOB FUNCTIONS: List in order of importance, the 5 essential job functions and estimate the percentage of time spent on each. Total must equal 100%.

40%

Support and facilitate communication, rollout, continuous improvement and adoption of PX programs and policies for Midwest Distribution Center leaders and employees. Advise leaders and employees on policy interpretation, escalating and seeking guidance from PX leaders. Support the communication and execution of routine people processes, including performance management, compensation reviews, goal setting, and talent discussions. Support the deployment of resources, tools, and initiatives that advance diversity, equity, and inclusion, while ensuring local practices remain compliant with all applicable federal and state laws and guidelines. Identify opportunities to streamline and optimize PX processes through automation and technology. Guide the resolution and appropriate escalation of questions related to PX practices, procedures, and tools; refer employees and leaders to the correct channels, including Centers of Excellence (COEs), or internal partners, as appropriate. Prepare, analyze, provide predictive insights and deliver routine and ad hoc data requests and reporting, partnering closely with the PX team to ensure accuracy and consistency. Leverage people data and insights to make recommendations for learning, development, engagement, and workforce effectiveness initiatives. Participate in the development and deployment of OE initiatives, supporting organizational effectiveness, leadership capability, and changing management efforts. hoc data requests and reporting ad-hoc data requests and reporting ad-hoc data requests and reporting ad-hoc data requests.

30%

Provide guidance and coaching to managers in support of complex performance management and employee relations matters, including conflict resolution, employee coaching, proactive ER risk mitigation and day to day people's leadership challenges. Analyze ER trends to identify systemic issues and partner with PX manager to implement long-term solutions. Serve as a consultative & influential partner to the contingent workforce management team, supporting ER matters involving temporary or agency associates. Support people leaders in addressing employee performance concerns, including the review, guidance, and approval of documentation such as Performance Improvement Plans (PIPs), corrective actions, and related materials. Partner closely with the Manager and Senior Manager, Employee Relations, to support the resolution of Ethics Hotline cases, internal investigations or complaints, and other ER matters, ensuring consistency, confidentiality, and policy alignment. Provide guidance and support to leaders on involuntary termination decisions, ensuring appropriate process, documentation, and risk mitigation. Conduct exit interviews, provide summary insights and feedback to leaders, and identify trends and opportunities for coaching, learning, development, and engagement improvements. Refer employees to related matters involving temporary or agency associates. Support people leaders in addressing employee performance concerns, including people leadership challenges. Support people leaders in addressing employee performance concerns, correctives, and other related ER as needed. ‑to‑day people leadership challenges. Refer employees to ‑related matters involving temporary or agency associates. Support people leaders in addressing employee performance concerns, including corrective, or other employee relation matters.

20%

Partner with your PX Manager and the LX team to support the preparation, coordination, and delivery of workshops, including Talent Review sessions, workforce planning, succession planning, and related talent processes. Support and advise people leaders in the development of role specific competencies and job descriptions, ensuring alignment with business needs and organizational standards. Provide guidance and feedback to leaders on the creation of new job descriptions, partnering with the PX team to ensure roles are assessed appropriately for level and target compensation. Provide support and coaching to leaders and employees on career pathing and development, leveraging DCA tools and resources such as Individual Development Plans (IDPs). Partner with leaders on the interpretation of employee engagement survey results, supporting action planning and follow-through to drive engagement, effectiveness, and retention. specific competencies and job descriptions to drive engagement, effectiveness, and retention. specific competencies and job descriptions‑through to drive engagement, effectiveness, and retention.

10%

Partner with leadership on peak season workforce strategy, including the establishment and application of conversion qualifications, ensuring impartial, consistent, and compliant practices are followed. Participate in the interview and selection process for management and other key roles, providing PX guidance and perspective. Own the Talent Acquisition (TA) function at the DC to support the business in identifying talent as well as other transactions and coordination within the Applicant Tracking System (ATS) as needed. Partner with the People Success (PS) team where background check issues are identified, ensuring timely communication of appropriate updates to the local leadership team while maintaining confidentiality and compliance. Support the rollout, execution and continuous improvement of onboarding programs and activities, including the review and approval of new user setups to ensure a seamless and compliant onboarding experience for new hires.

QUALIFICATIONS: Required qualifications needed in order to successfully perform the duties and responsibilities of this position.

Education/Certifications:

4-year degree, or equivalent combined education & experience 5+ yrs. experience in a HR leadership role.

Work Experience:

4-6-years of work experience in a Distribution Center environment or business with high growth and high-volume associates. Experience working in multi-site and partnering with a 3rd party workforce

Skills/Competencies:

Intermediate level skills in MS Office, AI, including Excel, Word, PowerPoint, HRIS (Workday), HR analytics tools. Experience with career architecture. Facilitation of leadership development programs. Strong written and verbal communication skills, with experience writing employment guidelines, letters, etc. Working knowledge of state and federal employment standards, laws, and regulations. Experience delivering presentations and facilitating workshops to employee groups

Preferred Certifications: PHR, SPHR, SHRM-CP/SCP