We are a lean, nimble, and highly adaptive team that works seamlessly and transparently with our Brands in order for them to take the spotlight.
We focus our efforts and talents to drive best practices, capture new opportunities, and accelerate performance across our portfolio of brands.
Joining the a.K.A.
Brands team means rolling up your sleeves, digging into challenges, creating and implementing new strategies, and not being limited to the confines of a job title or job description.
We all play on the same team and value the insights and contributions that every member of our team makes daily.Working directly with the Chief People Officer, the Talent & HR Manager will provide support across a broad spectrum of human resource functions including, talent acquisition, talent management, compensation, benefits, compliance, learning, and general administration.
The Talent & HR Manager will spend approximately 40%-60% of their time leading talent acquisition efforts for director level and below positions across both the a.K.A.
Brands parent entity and for serve all of our ecommerce brands.
Additionally, the Talent & HR Manager will serve as both a thought-partner and chief of staff to the Chief People Officer helping to move both the HR strategy and key initiatives forward across the platform.
The Talent & HR Manager will also provide some light administrative support to the Chief People Officer requiring discretion, a high degree of confidentiality, and strong attention to detail.This is a hands-on role that will require (1) strong interpersonal and relationship building skills with frequent interactions over Zoom and via the telephone, (2) extensive writing and editing of policies and communications, and (3) the ability to quickly assimilate key learnings, research, and best practices into actionable deliverables.You’ll Be Responsible For:Own end-to-end Director level and below recruitments for a.K.A.
Brands (HoldCo) and two of our ecommerce brands.Document end-to-end talent acquisition processes and systems (I.E., create process maps, training materials, and reference documentation) and make continuous improvements to improve hiring outcomes and the overall candidate experience.Provide sourcing and administrative support for senior leadership (VP+) recruitments.Own end-to-end onboarding for Director level and below employees (I.E., create process maps, training materials, and reference documentation) and make continuous improvements in the new hire process.Compile and prepare periodic and annual compliance reports (EEO1, VETS, CA Pay Compliance).Design, implement, and/or assist with annual HR processes, including, but not limited to, performance appraisals, engagement surveys, compensation planning, and policy reviews.Provide research assistance on a broad variety of HR related topics, including reviews of best practices, drafting memos/reports highlight pertinent information and key take-a-ways/next steps/processes/recommendations.Provide light calendar support (focused on coordinating group meetings, interviews, and following up deadlines) to Chief People Officer.Provide general administrative support in the preparation of documents including, but not limited to, employment agreements, offer letters, organizational announcements, memos, letters, and presentations.Support the maintenance of HR files (i.E., personnel files, digital employee records, shared drives), documents (i.E., organizational charts, handbooks, policies), and procedures (i.E., new hire process, termination process, payroll process).Prepare and follow-up on consolidated reporting for headcount, turnover, engagement survey outcomes, and similar metrics.Maintain an up-to-date project tracker using applicable software to track progress, report results, and continuously prioritize workload for the HR team.Competencies For Success:Manages Ambiguity – Can operate effectively and efficiently, even when things are not certain or the path forward is not clear.
The incumbent can create definition, build a road map, and inspire action when little information is available, or direction is provided.
The incumbent will build consensus around their defined plan and continually work with stakeholders to course correct as needed.Resourcefulness – Secures and deploys resources effectively and efficiently.
The incumbent is self-reliant and willing to roll-up their own sleeves when necessary to get the job done.
The incumbent is capable of influencing cross-functional teams and other leaders to garner the necessary support and tools needed to achieve their vision.Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders at both the platform and brand level.
The incumbent can tailor their communication and delivery style to effectively advocate and build consensus around an idea or project.Plans & Aligns – Plans and prioritizes work to meet commitments aligned with the organization’s goals.
The incumbent relentlessly prioritizes work to maximize the return on investment and the requirements of stakeholders.
The incumbent ensures that projects are clearly tied to an organizational goal or expected outcomes with clearly defined milestones and schedule.Communicates Effectively – Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences.
Demonstrates a flexible style capable of interacting with all levels of the organization.
Effectively uses verbal, written, graphic, and emerging communication tools to effectively convey messages.Action Orientation – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
Demonstrates a consistently positive and can-do attitude in good and bad times.What We Require (Position Qualifications):Bachelor’s degree, preferably in business or communications.
Directly related work experience can be substituted on a year-for-year basis.
MBA preferred, but not required.Seven (7) to ten (10) years of professional experience working in human resources or a closely related field (i.E., talent acquisition, general business administration).Two (2) to five (5) years of management experience (i.E., directly or indirectly managing the work of others).Demonstrated experience in talent acquisition in both entry-level and management roles.Prior experience in fashion, retail, ecommerce, technology, or consumer product highly desired.Superior writing and editing skills.Advanced MS Office skills, especially in Word, Excel, and PowerPoint.Basic understanding of graphic design and/or graphic communications helpful.Broad understanding of HR functions, including related laws (i.E., EEO, ERISA, FLSA, FMLA, Title VII, COBRA, AB1825, WARN), and ancillary functions (i.E., risk management, health & safety, contract management) is essential to success.Strong attention to detail and data accuracy.Equal Employment Opportunity Statementa.K.A.
Brands is an equal opportunity employer.
We are committed to creating a diverse and welcoming workplace.
To facilitate this, we actively promote a culture of inclusivity internally and encourage both those with non-traditional backgrounds and candidates that identity as part of a traditionally marginalized community to apply for opportunities with us and our portfolio of brands.
Additionally, we routinely review our hiring practices and recruiting sources to eliminate both potential and actual bias in the hiring process.If you need assistance or accommodation during the hiring process due to a disability, please contact us at hr@aka-brands.com.
Please note that we do not respond to application inquiries or resume submissions via this email address.#akaBrands #akaBrandsCareers #akaYourCareerPrincipals Only.
No Agencies Please.PI147092769