Sr. DC HR Manager in Atlanta, GA at Advance Auto Parts

Date Posted: 4/3/2021

Career Snapshot

Career Description



Job Description

SUMMARY

The Sr. Human Resource Manager (Sr. HRM) 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 10-17 DC General Managers and 2500 Team Members. The Sr. HRM should always be aligned with assisting the region in consistently executing Advance’s key company strategies

This role is responsible for ensuring all locations are driving the following through a team and influencing business partners: Talent Acquisition, TM Development, and Performance Management. This role utilizes positive team member relations practices to ensure a union free environment.

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

  • Business Partner: Influence and provide feedback to business partners on how to achieve both business and organizational improvements.
  • 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.
  • Talent Acquisition: Develop, monitor, and execute a detailed, proactive staffing plan to meet the fluctuating demands of the business. Recruit, interview, and select employees to fill vacant positions.
  • Organizational 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 OD/Training Department.
  • 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.
  • 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.
  • Compensation & Benefits: Act as a resource to business partners regarding compensation and benefit issues. Coach management on salary, bonus, merit and reward recommendations and staffing changes.
  • Team Member Relations: Utilize positive team member relations practices to ensure a union free environment. Support, train and advise management in appropriate and legal resolution of team member relations issues. Responsible for tracking and responding to issues related to Team Member retention.
  • 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 developments

QUALIFICATIONS

To 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 functions.

  • Knowledge of State and Federal Employment Laws (i.e., EEO, FMLA, FLSA), recruiting, interviewing and/or counseling/coaching skills, training and presentation skills. Understanding of distribution centers helpful
  • Ability to lead as well as champion change.
  • Excellent verbal and written communication, interpersonal, decision making, development planning, performance gap analysis and conflict management skills.
  • Proficiency in Microsoft Office software.
  • High level of business/financial acumen

EDUCATION and/or EXPERIENCE

  • Bachelor’s degree in HR or related field;
  • 5-7 years HR or related experience, with at least 3 years in significant management/leadership role (preferably in retail, distribution center or corporate);
  • Equivalent combination of education and experience.

SUPERVISORY RESPONSIBILITIES

The position directly supervises a team of 5 HR Managers/Generalist and support staff