At DICK’S Sporting Goods, we believe in how positively sports can change lives. On our team, everyone plays a critical role in creating confidence and excitement by personally equipping all athletes to achieve their dreams. We are committed to creating an inclusive and diverse workforce, reflecting the communities we serve.
If you are ready to make a difference as part of the world’s greatest sports team, apply to join our team today!
OVERVIEW:
As the largest omni-channel sporting goods retailer in the U.S., DICK’S Sporting Goods operates over 800 stores across multiple banners - including our flagship DICK’S Sporting Goods, Golf Galaxy, and the innovative House of Sport concept. Our Stores organization is the heartbeat of our brand, serving as both a retail destination and a community hub. With plans to open up to 100 House of Sport locations by 2027, we’re redefining the athlete experience through immersive environments and deep local engagement.
Reporting to the EVP – Chief People, Purpose and Transformation Officer, the Vice President of Human Resources – Stores will serve as a key member of the DICK’S Sporting Goods People, Purpose & Transformation leadership team and a strategic partner to the EVP of Stores, and the Store Operations leadership teams as well our 50,000+ store teammates. This executive will lead the people strategy for our expansive and dynamic retail footprint, encompassing 800+ locations and specialty banners. The role is pivotal in enabling business growth, elevating teammate and athlete experiences, and driving transformation across a multi-unit retail environment.
The Vice President of Human Resources – Stores will lead a team of 20+ HR professionals and serve as the strategic architect of the people strategy across our expansive retail footprint. In close partnership with our Centers of Excellence (COEs), this leader will drive critical initiatives in workforce planning, organizational design, talent acquisition, leadership development, performance management, employee engagement, and retention. Leads with a people-first mindset, integrating teammate experience with strong execution, compliance, and risk management.
Develop and Execute HR Strategy:
Lead the development and execution of enterprise-level HR strategies that directly support the growth and operational excellence of DICK’S Sporting Goods’ expansive retail footprint across multiple banners. This role is responsible for aligning people initiatives with business objectives, driving performance, and enabling transformation across a multi-unit retail environment.
Use workforce and business analytics to uncover trends, identify risks, and surface opportunities. Build and sustain scalable frameworks for recruitment, onboarding, performance management, leadership development, succession planning, compensation, benefits, and retention. Prioritize capability-building and learning strategies that address current needs and anticipate future demands. Partner closely with senior leadership to ensure HR initiatives fuel growth, elevate teammate experience, and reinforce our brand’s commitment to athletes and communities.
Deliver HR Programs & Policies:
Oversee the design, execution, and continuous improvement of HR programs and policies that support a high-performance culture and ensure compliance across a complex, multi-jurisdictional retail landscape. Drive workforce planning and labor model optimization to ensure stores are staffed effectively and efficiently.
Lead the people strategy for major organizational changes—including store openings, closures, and transformation initiatives—ensuring HR is a proactive partner in change management and innovation. Represent HR on cross-functional teams to ensure programs are scalable, cost-effective, and aligned with the company’s values and operational priorities.
Advise and Support Leaders:
Serve as a strategic advisor to the EVP of Stores and other senior leaders, providing expert guidance on organizational design, change management, employee relations, and leadership development. Navigate complex HR issues with sound judgment and business acumen, including performance management, behavioral concerns, and policy interpretation.
Coach and develop HR teams to ensure consistent practices and elevate leadership capability across the Stores organization. Act as a cultural ambassador, reinforcing company values and fostering engagement across all levels of the retail workforce.
Ensure Compliance & Manage Risk:
Maintain compliance with all federal, state, and local employment laws and regulations across a large and geographically diverse store network. Oversee employee relations investigations, audits, and policy rollouts to mitigate risk and ensure consistent, defensible practices.
Monitor and report on key HR metrics, using data to identify risks and measure program effectiveness. Partner with Legal and Risk teams to proactively address compliance issues and minimize liability, ensuring the Stores organization operates with integrity and accountability.
QUALIFICATIONS:
This role demands a leader who thrives in a fast-paced environment and brings a mindset of curiosity, agility, and accountability. The ideal candidate will demonstrate that they are a :
Road Warrior - One of our core principles is to engage our teammates on a regular basis; this role will require you to be visiting stores throughout the United States on a regular basis (estimated to be at over 70%)
Teammate Advocate - Anticipates and solves for teammates’ needs and experiences with a people-first mindset, always considering the cultural impacts of decisions. Champions the teammate voice and creates a culture of respect and support for others.
Data Driver - Identifies trends, generates insights, and determines solutions that promote objective decision making, using appropriate digital tools and technology. Challenges assumptions and encourages evidence-based thinking across teams and functions.
Change Champion - Drives organizational change with clarity and conviction—advocates for what’s ahead, manages stakeholders and resistance, and encourages adoption across the organization. Leads through ambiguity and transformation with clarity and confidence
Business Enthusiast - Advances a business-first agenda by building a deep understanding of strategies, challenges, priorities, and operations—with a passion for getting the best return from the enterprise’s talent investment. Connects HR strategy to business outcomes and anticipates future organizational needs
Talent Architect - Designs and drives integrated talent strategies that align structure, roles, rewards, and capabilities with the business vision. Passionate about identifying, developing, and retaining top talent, with a focus on building bench strength and leadership capability.
Trusted Advisor - Builds trust and credibility to influence without authority—offers sound advice, candid perspective, and practical solutions that drive business outcomes. Demonstrates strong executive presence and the ability to build trust and alignment across senior leadership and field teams.
Paradox Navigator - Thrives in complex situations, sees value in seemingly opposing ideas, and guides others towards solutions that embrace both/and perspectives. Shows resilience and adaptability, leading through transformation and ambiguity.
Team Leadership (as part of Teammate Advocate & Trusted Advisor) - Coaches and empowers HR professionals to deliver consistent, high-impact support across the Stores organization. Champions the teammate voice and builds strong relationships to move key priorities forward.
Experiences:
Spearheaded the development and execution of enterprise-wide HR strategies in support of a dispersed nation-wide workforce while driving measurable improvements in workforce performance and operational efficiency.
Led cross-functional teams through large-scale transformation initiatives, including building openings, and labor model redesigns, resulting in optimized staffing and enhanced teammate experience.
Partnered with senior leadership to implement talent acquisition and succession planning frameworks that accelerated leadership pipeline development and reduced time-to-fill for critical roles.
Directed performance management and employee engagement programs that improved retention and boosted productivity across geographically dispersed teams.
Leveraged workforce analytics and market insights to inform strategic decisions, mitigate risk, and align HR initiatives with business growth and profitability goals..
Years of Experience: 15+ Years
Human Resources business partner leadership
Leading teams across the United States; supporting a diverse workforce ranging from frontline teammates to executive leadership teams
Experience in retail or consumer facing organizations is a plus
Education Requirements: Master’s Degree is preferred
VIRTUAL REQUIREMENTS:
At DICK’S, we thrive on innovation and authenticity. That said, to protect the integrity and security of our hiring process, we ask that candidates do not use AI tools (like ChatGPT or others) during interviews or assessments.
To ensure a smooth and secure experience, please note the following:
Cameras must be on during all virtual interviews.
AI tools are not permitted to be used by the candidate during any part of the interview process.
Offers are contingent upon a satisfactory background check which may include ID verification.
If you have any questions or need accommodations, we’re here to help. Thanks for helping us keep the process fair and secure for everyone!