QUESTIONNAIRE-6-38 03 Serving the needs of all families with young children, Carter’s Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carter’s, OshKosh B’gosh, Skip*Hop and Little Planet brands. Meaningful work, constant learning, genuine people, and a community guided by core values that promote inclusion and innovation is in everything we do. There are many reasons to build your career at Carter's. HOW YOU’LL MAKE AN IMPACT: The Director of HR is responsible for overseeing HR functions for a diverse client base of ~350 employees across North America (remote and in-office). You will serve as a strategic advisor to senior leadership, driving initiatives across recruitment, talent management, organizational planning, employee engagement, and performance. You will lead a team supporting all levels within a retail organization. You will have expertise in implementing HR programs aligned with company strategy, thriving in fast-paced environments. This role reports to the VP, Human Resources, has up to 4 direct reports, and is based in our Buckhead office (4 days a week on-site). 30% Strategic Organizational Planning Critically evaluate organizational effectiveness; develop proposals, execute communication strategies, and follow-through on all restructures Collaborate with senior leadership to align departmental strategies with overarching business objectives Optimize HR tools, processes, and policies that will improve the impact of organizational capability on business outcomes Team with business leaders to organize their optimal structure and human capital requirements Anticipate and probe into the core of problems to determine underlying patterns, root causes and identify and implement optimal short- and long- term solutions 30% Talent Acquisition Manage recruitment and onboarding strategies, ensuring top quality hires and succession planning Partner with leadership to identify organizational talent gaps and opportunities, and design solutions that enhance agility, productivity, and engagement Align talent strategies with organizational direction, utilizing HR centers of excellence Collaborate with hiring managers to understand talent gaps; drive recruitment practices to ensure the attraction, development, and retention of top talent Create strategies and processes to deliver on key company initiatives thinking critically about the talent needed to ensure business continuity 20% Talent Development/Performance Drive performance management initiatives in alignment with Company best practices, including goal development, employee performance, and review cycle. Responsible for facilitating productive performance management discussions and activities, fairly and consistently implement performance improvement plans. Drive and implement new strategies for retention and career pathing at all levels focusing on business-critical roles/areas Act as a thought partner, challenging current thinking and modeling creative problem-solving to impact performance Drive performance management and learning & development with an emphasis on process creation and consistency across functions 20% Talent Engagement/Employee Relations Drive the development of innovative and effective processes designed to increase employee engagement and organizational success Manage complex employee relations issues and conduct effective, thorough, and objective investigations. Coach and develop leaders at all levels; establish trust with client group through proactive solution development and responsiveness. Create an open-door environment where feedback can be shared by any employee at any level; ensure feedback is addressed sensitively and promptly. Advise Leaders in the proper application of company policy, procedures, and employment laws WE’D LOVE TO HEAR FROM YOU IF: Must have: Employee Relations - proven experience with employee relations and investigations Organizational Development - direct experience with project management in an HR setting, highly preferred to have previous involvement with organizational restructuring Performance and Talent Management - experience coaching, evaluating and assessing talent Proven critical thinking and analytical skills to identify, diagnose, and propose solutions Talent Acquisition - demonstrated experience leading talent searches at multiple levels. Working knowledge of state and federal laws to include EEOC, AAP, OSHA, FMLA, ADA and FLSA Highly organized with the ability to manage and execute multiple priorities Minimum 8-10 years Corporate Office HR management experience required. Experience with a large exempt population highly preferred Retail industry and strong recruiting and employee relations experience required Bachelor’s degree or equivalent experience preferred

OUR TEAM MEMBERS: Lead Courageously: Have a strong sense of personal values that align with our Company values Collaborates Broadly: Build cooperation, trust, and thrive in a consensus driven environment Customer Focus: Proactively seek opportunities to leverage data and fact-based insights to serve customers and/or internal clients Drive Growth: Set aggressive goals and implement plans precisely Cultivates Innovation: Respectfully challenge the "we’ve always done it this way" mentality and explore new ways to achieve desired outcomes MAKE A CAREER AT CARTER’S: Career Development: Success starts from within, and we have several paths from which you can choose to enhance your career evolution. From Carter’s University to Toastmasters to mentorship programs and more, we encourage you to utilize these tools to elevate your professional prowess. Carters is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, veteran status, or any other status protected by federal, state, or local law.

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