Sr. HR Manager - Reg 42 Great Plains

Job Description

SUMMARY

The Sr. Human Resource Manager 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 Sr. HRM partners with their Regional Vice President will assist to lead/impact a successful team of 30-40 District Managers and 300-350 Advance Auto Parts stores.  The Sr. HRM should always be aligned with assisting the region in consistently executing Advance’s key company strategies.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

• 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 Ethics.

• 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 boarding processes.

• 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 Team Members.

• 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-Preside