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Sr. Representative, HR Services (T2)

May 30, 2026

GENERAL PURPOSE:The Sr. Representative provides counsel and guidance within established SLEs to Field, Store, and Distribution Leaders, as well as Corporate Leaders and Associates to include: policy interpretation, disciplinary guidance, performance management, approval of all involuntary terminations, ADA interactives assisting Investigators with case management preparation, 3rd Party charge responses, unemployment and DOL claims hearing preparation and participation as needed.The base salary range for this role is $54,000 – $74,250. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location.ESSENTIAL FUNCTIONS:Associate Relations: o Provide counsel and guidance to Field, Store, and Distribution Leaders and Corporate Leaders and Associates. o Review and approve involuntary separations requests for stores and distribution centers. Escalate as necessary. o Facilitate ADA Interactive conversations based on requests from business units, documenting in the case management system and following up as needed. o Work with Supervisor to interpret HR policies and procedures. Assist Field, Store, Distribution, and Corporate Leaders in redirecting associates when necessary; formulate action plans with managers when potential associate problems are identified. o Work with Supervisor to provide analytics and make recommendations to HR Leadership regarding potential associate relations issues based on trends. o Gather critical data (reporting, associate files, policy sign-offs, etc.) to assist Investigators in responding to allegations, 3rd Party charges, Unemployment claims, etc. o Coordinate and investigate Department of Labor claims as needed. Track, record, and maintain records. o Guide Field, Store, Distribution, and Corporate Leaders in implementing and communicating policies and procedures.Training: o Assist in evaluating Human Resource training needs based on trends identified in case management; recommending training topics to be presented for Field, Store, Distribution, and Corporate LeadersAnalysis / Research: o Partner with HR Leadership in recommending human resource policy and procedural changes. o Monitor final pay and effective scheduling compliance within guidelines. o Other duties as assigned.COMPETENCIES:• Communicates Effectively • Manages Conflict • Plans, Aligns, and Prioritizes • Ensures Accountability and Execution • Collaboration • Business AcumenQUALIFICATIONS AND SPECIAL SKILLS REQUIRED:• Two or more years of HR experience preferred • Bachelor’s degree preferred • Excellent oral and written communication skills • Work independently • Excellent analytical and customer service skills • High attention to detail and accuracy • PowerPoint, Excel, and Word proficient.PHYSICAL REQUIREMENTS/ADA:The position may be performed remotely anywhere within the United States. This position requires the ability to use a computer, work as part of a team, and the ability to communicate with team members and others. #LI-RemoteSUPERVISORY RESPONSIBILITIES:NoneDISCLAIMERThis job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management’s discretion.Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company’s overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.

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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...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

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...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

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?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

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...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

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...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

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...