Sr. HR Manager in Nashville, TN at Advance Auto Parts

Date Posted: 10/22/2019

Career Snapshot

Career Description



Job Description

Position can be located in Nashville, TN or Knoxville, TN.

SUMMARY

The Sr. HR Manager partners with the Region Vice President and region leadership team to develop and execute the strategic people agenda.  This position acts as a strategic business partner and HR advocate at multiple levels of the organization assessing human resources needs and initiating proactive action plans to identify and develop talent, build capability for robust career opportunities and region succession planning.  Responsibilities also include but are not limited to  issue resolution, employee relations, building a culture that attracts and retains an engaged workforce, leverage and enhance recognition programs, workforce planning, management development and training, interpreting HR policy, organization design, change management, compliance, diversity, compensation, benefits, and HR special projects. 

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

  • Develop a strategic people agenda that aligns and supports the region annual operating plan
  • Provide values-based leadership to direct and indirect team of HR professionals and support staff
  • Oversee Team Member relations issues and investigations within all workforce areas supported, including corrective action and performance management at all levels
  • Act as region “Talent CEO” by identifying talent and building IDPs and succession plans
  • Monitor and analyze Team Member retention and other HR metrics, and develop appropriate action plans to address identified needs.
  • Support and assist business partners in analyzing engagement survery, develop and execute action plan
  • Assess organization training needs and develop capability building plan to address gaps, partner with and make recommendations to OD/Training Department
  • Oversee the investigation of unfair treatment/discrimination charges, harasent complaints, wrongful terminations, wage/hour issues and other potential legal matters (in partnership with Legal Department when applicable)
  • Support performance management process to ensure that continuous improvement and implementation of best practices occurs. Advise business partners on goal setting and performance reviews, providing instruction on timeline and process. Counsel business partners on performance ratings and effective communication/coaching to Team Members. 
  • HR Policy/Strategy - Develop and implement new HR policies and procedures, including the delivery of training/communications to Team Members as needed.  Assist in updates to handbook and/or procedures manuals as needed.
  • Organizational Design/Change Management - Partner with assigned business partners to develop and maintain an organizational design structure that provides for appropriate levels of management as well as desired development opportunities. Support change management initiatives by creating awareness, understanding, buy-in and ownership for change.
  • Recruiting/Staffing - Directly support with management of human capital, advising teams on the use of available headcount, labor dollars.  Consult on leadership structure and spans of control.  Advise recruiters on talent needs on supported teams and participate in the recruiting, interviewing, testing and selection of exempt and non-exempt positions. Oversee job description, position requisition and job posting processes.  Ensure consistent on-boarding process.
  • Values and goals advocacy - Act as the "conscience" of the company by delivering, teaching, and enforcing programs that teach leaders the behaviors of a values-based culture; takes a proactive approach to supporting business units in results-oriented goal setting.
  • Compliance - Ensure legal compliance in such areas as I-9s, minors, wage/hour, substance abuse testing, etc. Monitor compliance of existing company policies and programs such as postings, orientation, retention, exit interviews, substance abuse testing and revisions to handbooks/manuals and on-boarding materials.
  • Diversity - Promote inclusion and an open/equitable work environment for all Team Members.  Promote diversity in staffing.
  • Communication - Provide information to business partners in a timely and effective manner utilizing standard communication tools identified for all levels of the organization. Utilize HRIS system to ensure effective and appropriate reports are in place to analyze business needs and act proactively to impact change.  Assist with quarterly department head meetings and other communication meetings as needed.
  • Compensation & Benefits - Act as a resource to business partners regarding compensation and benefit issues. Coach management on salary increase recommendations and new hires, promotions and other staffing changes.  Promote benefit plans to Team Members as needed.
  • Team Member Recognition - Work with business partners to identify effective ways to recognize Team Members. Design strategies to improve morale while measuring and assessing the level of improvement.

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 retail business 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. 
  • High level of business/financial acumen.
  • Proficiency in Microsoft Office software required.

EDUCATION and/or EXPERIENCE

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

SUPERVISORY RESPONSIBILITIES

This position directly supervises 1 HR Manager

CERTIFICATES, LICENSES, REGISTRATIONS

PHR or SPHR certification preferred.

PHYSICAL DEMANDS

The 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 ENVIRONMENT

The 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.