Sr. HR Manager
Company: Advance Auto Parts Black History Month
Posted on: May 22, 2023
Job DescriptionDesigns, plans, and implements human resources
programs and policies for staffing, compensation, benefits,
immigration, employee relations, training, and health and safety.
Ensures human resources strategies align with organizational
business goals. Evaluates human resources processes and strategies
to determine improvements to be made and reports findings to top
management. Requires a bachelor's degree. Typically reports to a
head of a unit/department. Manages subordinate staff in the
day-to-day performance of their jobs. True first level manager.
Ensures that project/department milestones/goals are met and
adhering to approved budgets. Has full authority for personnel
actions. Extensive knowledge of department processes. Typically
requires 5 years experience in the related area as an individual
contributor. 1 to 3 years supervisory experience may be required.
Must reside in Southeastern Territory. Remote position, but will
travel to stores as necessary. SUMMARYThe Regional Human Resource
Manager (RHRM) is a strategic business partner who helps the region
achieve its goals and objectives by being a Team Member advocate,
change leader, and Champion for building engaged teams that consist
of high quality Team Members. The RHRM partners with their Regional
Vice President to lead/impact a successful team of 10-18 District
Managers and 150-200 Advance Auto Parts stores. The RHRM should
always be aligned with assisting the region in consistently
executing Advance's four key company strategies (Transform DIY,
accelerate DIFM, service excellence, and availability) in a way
that is consistent with Advance's three core values. ESSENTIAL
DUTIES AND RESPONSIBILITIES include the following. Other duties may
- HR Advocacy - Position HR as the conscience of the company by
reinforcing the culture and taking a proactive approach to
supporting and promoting the Advance values and our Code of
- Recruiting/Staffing - Oversee/coordinate recruiting, staffing,
interviewing, testing and assisting with selection of exempt and
non-exempt positions. Partner with District Managers and Area
Recruiters to concentrate recruiting efforts in needed markets.
Partner with Area Recruiters to coordinate and/or participate in
recruiting events for retail level positions and assessments.
Monitor and analyze regional turnover and work with business
partners to maintain quality Team Members.
- Selection - Ensure implementation and compliance of all Advance
selection processes for all retail positions. Work with Area
Recruiters to facilitate position requisition and job posting
processes for all field level positions as needed. Facilitate the
regional relocation program. Monitor and coordinate retail on
- Management Development/Training - Assess regional needs and
partners with the OD/Training Department to develop and implement
consistent strategies relating to management level development.
Support performance management process to ensure continuous
improvement and the implementation of best practices. Assess
training needs and make recommendations to the Area Human Resource
Director and/or the OD/Training Department.
- Diversity - Ensure inclusion and an open/equitable work
environment for all Team Members related to programs, policies and
procedures. Actively promote diversity in staffing.
- Team Member Relations - Oversee Team Member relations issues
and investigations, including corrective action, performance
management and succession planning. Oversee the investigation of
unfair treatment/discrimination charges, harassment complaints,
wrongful terminations, wage/hour issues and other potential legal
matters. Monitor and analyze Team Member retention and other HR
metrics and develop appropriate action plans to address identified
needs. Assist the regional team in creating and implementing action
plans that improve Team Member engagement.
- Performance Management - Advise business partners on goal
setting and the performance review process, providing instruction
on timelines and processes. Provide guidance to regional leaders on
performance evaluations and effective communication/coaching to
- HR Policy/Strategy - Partner in the development and
implementation of retail HR policies and procedures, including the
creation and delivery of training/communication programs as needed.
Assist in the coordination of updates to handbook, procedures
manual and SOPs as needed.
- Organizational Design/Change Management - Partner with Regional
Vice President to develop and maintain an organizational design
structure that provides appropriate levels of management as well as
desired development opportunities. Lead change management
initiatives by creating awareness, understanding, buy-in and
ownership for change.
- Compliance - Ensure implementation and monitor compliance of
existing company policies and programs such as postings,
orientation, retention, exit interviews, substance abuse testing
and revisions to handbooks/manuals and orientation materials.
Ensure compliance with all federal, state, and local laws, as well
as all Company policies and procedures.
- Communication - Provide information to business partners in a
timely and effective manner. Utilize Advance systems to ensure
effective and appropriate reports are available to analyze business
needs and act proactively to impact change. Participate in weekly,
monthly and quarterly regional meetings and other communication
meetings as needed. Regularly reports Team Member relations
issues/activities to Area Human Resources Director and Regional
Vice-President. Keep Area Human Resource Director and Regional
Vice-President apprised of relevant Team Member
communications/morale issues, trends, needs and/or
- Compensation & Benefits - Act as a resource to business
partners regarding compensation and benefit issues. Coach
management on salary, bonus, merit and reward recommendations and
- Team Member Recognition - Work with RVP and regional support
team to identify effective ways to recognize Team Members. Design
strategies to improve overall morale and engagement while measuring
and assessing progress.
- Operations Support - Visit Retail locations on a regular basis
to stay current on Team Member issues, success of initiatives, and
to keep familiar with Operational processes and procedures.
QUALIFICATIONSTo perform this job successfully, an individual must
be able to perform each essential duty satisfactorily. The
requirements listed are representative of the knowledge, skill,
and/or ability required. Reasonable accommodations may be made to
enable individuals with disabilities to perform the essential
- Knowledge of state and federal employment laws (i.e., EEO,
FMLA, Wage & Hour), recruiting, interviewing and/or
counseling/coaching skills, and strong training/presentation
- High level of business/financial acumen required.
- Excellent verbal and written communication, interpersonal,
decision making, development/planning, performance gap analysis and
conflict management skills. Proficiency in Microsoft Office
- Demonstrated ability to lead, as well as champion change.
- Ability to travel as necessary. EDUCATION and/or EXPERIENCE
- Bachelor Degree in HR or related field; and
- 5-7 years HR or related experience, with at least 3 years in
significant management/leadership role (preferably in retail and/or
- Equivalent combination of education and experience. SUPERVISORY
RESPONSIBILITIESNone CERTIFICATES, LICENSES, REGISTRATIONSPHR or
SPHR preferred PHYSICAL DEMANDSThe physical demands described here
are representative of those that must be met by an employee to
successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with
disabilities to perform the essential functions. While performing
the duties of this job, the employee is regularly required to sit
and talk or hear. The employee is occasionally required to stand;
walk; use hands to finger, handle, or feel; reach with hands and
arms; and stoop, kneel, crouch, or crawl. The employee must
regularly lift and/or move up to 10 pounds and occasionally lift
and/or move up to 25 pounds. Specific vision abilities required by
this job include close vision, distance vision, color vision, and
ability to adjust focus. WORK ENVIRONMENTThe work environment
characteristics described here are representative of those an
employee encounters while performing the essential functions of
this job. Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.
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Keywords: Advance Auto Parts Black History Month, Jackson , Sr. HR Manager, Human Resources , Jackson, Mississippi
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