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HR Generalist, Store Ops

March 9, 2026

About the position

This position is responsible for partnering with the Regional HR Business Partner – Store Operations to communicate, demonstrate and drive the Mission and Values of the Company by delivering HR support that meets our operational goals and drives performance in their Region. This position provides a wide range of HR support including onboarding, team member relations, policy interpretation/development/modification, project management, HR consulting, problem-solving and communication.

Responsibilities

Maintain strong working relationship with all Store Operations Team Members and Managers and adhere to all TSC policies.
Provide guidance and counsel on a variety of issues to Store Operations Team Members and Managers.
Partner with HR Shared Services to respond to and resolve Team Member issues related to payroll and benefits.
Address and resolve sensitive Team Member relations issues. Partner with Regional HR Business Partner on issues severe in nature as appropriate.
Facilitate training and development of Store Leadership.
Conduct 30 and 90 day check-ins with new Store Leadership. Identify themes and suggest solutions for improvement in promotion, onboarding and new hire process.
Support the Regional HR Business Partner – Store Operations in the Succession Planning and Talent Review process by providing talent review materials and facilitation support during Quarterly calibration meetings.
Support the year-end compensation and adjustment process.
Ensure HRIS and LMS processes are processed accurately and on time.
As directed by the Regional HR Business Partner – Store Operations, schedule and facilitate exit interviews, analyze turnover data and recommend solutions for implementation.
Maintain and coordinate team member recognition program.
Support the Regional HR Business Partner – Store Operations in the employee engagement survey efforts by analyzing results and working with Store Leadership on implementation of engagement action plans.
Coach and counsel Store Leadership on Team Member engagement activities, performance management and career development.
Ad Hoc Projects as assigned by the Regional HR Business Partner – Store Operations.
Maintain expert knowledge of federal and state employment laws, reducing legal risks and ensure compliance.

Requirements

5+ years of Human Resources experience preferably in a HR Generalist position.
Excellent communication skills both written and verbal.
Ability to multi-task and problem solve in a fast paced environment.
Bachelors degree in Human Resources, Business or any related field. Any suitable combination of education and experience will be considered.

Nice-to-haves

PHR preferred.

Benefits

medical, dental, and vision coverage
company-paid life and disability insurance
paid parental leave
tuition reimbursement
family planning resources such as adoption and surrogacy assistance

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

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When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

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Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

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Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

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Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

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This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...