I've both interviewed at Target and, years before that, worked adjacent to their tech org through a vendor relationship. So I have a decent picture of what their behavioral interviews are actually testing and why.
Target has a set of values they call their "expectations" for leaders and individual contributors. In interviews they don't always name the framework explicitly but the questions are clearly built around themes like: drive results, embrace change, take action with urgency, champion diversity and inclusion, and work collaboratively.
Behavioral questions I've heard firsthand or collected from people I've coached through their process: "Tell me about a time you had to change course on a project midstream. What happened and how did you decide to pivot?" "Describe a situation where you had to influence without authority." "Tell me about a time you had to balance speed and quality when you couldn't have both." "How have you built relationships with a team that didn't report to you?" "Give me an example of a time you advocated for a team member or peer."
Those are not exact quotes but they're representative. The common thread: they want to see that you can operate in an environment that changes fast (retail is inherently volatile), that you build relationships across functions (store ops, merch, supply chain, digital all have to work together), and that you think about people-impact, not just technical output.
For SWE and senior IC roles, the behavioral rounds are typically 30-45 minutes and they'll get through 3-4 questions. STAR method works well here. The thing I'd add: make sure your stories have clear outcomes with some kind of number or business result attached. "We improved checkout latency by 20% which reduced cart abandonment" beats "we made the page faster." They're a data-driven company.
If you're coming from a pure startup background, the cross-functional collaboration theme might require a little thought. Think about stories that show you worked with non-engineers toward a shared goal.