Sr. HR Manager (Hybrid)

Job Description

The Sr. HR Manager (Sr. HRM) is a strategic HR Business Partner who enables corporate functions and leaders to achieve goals and objectives through people initiatives. The ideal candidate will be able to partner directly with executive leaders to develop and execute creative solutions that align talent with business needs by leveraging experience, data analysis, and organizational tools/resources. They will serve as a trusted advisor and coach, fostering alignment with AAP’s vision and cultural beliefs, values, and code of ethics. 

 
This position is an individual contributor role that leads through influence. It reports to the VP of Global Human Resources for Corporate Functions. 

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

• Facilitate and execute talent strategy  

• Identify talent needs, risks, and gaps; Develop and oversee the execution of plans using talent management tools and resources (including partnership with OD/Training team) to address needs/risks/gaps and strengthen talent pipelines. 

• Lead talent calibration, discussion, reviews, and succession planning with a focus on diversity, leadership behavior, business acumen/skill, and overall readiness. 

• Champion high-potential talent by guiding and coaching leaders to build skill and capability, offer unique experiences, elevate performance, unlock potential, and accelerate readiness. 

• Partner with executive leadership to develop and maintain an organizational design structure that provides appropriate levels of management as well as desired development opportunities. 

• Partner with leadership and Talent Acquisition (TA) to develop proactive recruiting and talent strategies to address current and future openings.   

• Operate as a thought partner and coach 

• Deliver real-time recognition, coaching and constructive feedback to team members at all levels of the organization. 

• Use data and insights to anticipate needs, shape decisions, and inform the talent agenda. 

• Influence decisions by leveraging knowledge and understanding of culture, structure, business, people and strategy to achieve both business and organizational improvements.  

• Bring a future-focused lens to conversations and decisions, connecting leadership actions to long-term business value. 

• Drive culture and positive team member experience 

• Build authentic, trust-based relationships that fuel connection, collaboration, and belonging at every level. 

• Be a culture catalyst—spot engagement risks early, surface solutions quickly, and make culture a sha