Regional HR Manager in Rochester, NY at Advance Auto Parts

Date Posted: 7/9/2019

Career Snapshot

Career Description



Job Description

The HRM can be located in Buffalo, NY, Syracuse, NY, Rochester, NY, Scranton, PA or Pittsburgh, PA.

SUMMARY

The 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 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-President apprised of relevant Team Member communications/morale issues, trends, needs and/or developments
  • 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 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.

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, Wage & Hour), recruiting, interviewing and/or counseling/coaching skills, and strong training/presentation skills. 
  • 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 software required.
  • 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 corporate); or
  • Equivalent combination of education and experience.

SUPERVISORY RESPONSIBILITIES

None

CERTIFICATES, LICENSES, REGISTRATIONS

PHR or SPHR 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.