Director, Employee Relations

Advance Auto Parts•Raleigh, NC

5d•Hybrid

About The Position

The Director, Employee Relations provides strategic leadership and oversight for the organization's employee relations function, ensuring fair, consistent, and legally compliant employment practices across a 4,000+ store population with potential to expand support of other business functions. This role is responsible for developing and executing employee relations strategies that promote a positive workplace culture, mitigate organizational risk, and support business objectives. The Director partners closely with HR leadership, Legal, Compliance, business leaders, and HR Business Partners to address complex employee matters, conduct investigations, and drive proactive solutions that strengthen employee engagement and workplace effectiveness.

Requirements

Extensive experience conducting and overseeing complex workplace investigations.
Strong knowledge of employment laws and regulations, including EEO, ADA, FMLA, FLSA, and other applicable federal and state laws.
Experience advising senior leaders on complex employee and organizational matters.
Exceptional collaboration and relationship-building skills, with the ability to work effectively across functions, navigate competing priorities, and drive solutions in complex organizational environments.
Demonstrated ability to manage sensitive, confidential, and high-risk situations with sound judgment and professionalism.
Strong leadership, coaching, communication, and conflict resolution skills.
Experience supporting large, multi-site or retail organizations.
Experience working closely with counsel on litigation, agency responses, and employment-related claims.
15+ years of progressive HR experience, with at least 5+ years of significant leadership experience, preferably within a large, multi-site or retail organization
Bachelor’s degree in HR, Business Administration, Labor Relations, or related field; or, equivalent combination of experience and/or education

Nice To Haves

Certifications: None required

Responsibilities

Develop and implement enterprise-wide employee relations strategies, programs, and policies that support organizational goals and foster a respectful, inclusive workplace culture.
Lead and develop a team of Employee Relations professionals, providing direction, coaching, and guidance on complex employee matters.
Establish standard processes, tools, and frameworks to ensure consistent employee relations practices across all business units and locations.
Monitor employee relations trends and recommend proactive solutions to address organizational risks and opportunities.
Manage employee relations operating budget, resources and strategic vendor partnerships.
Oversee complex workplace investigations involving allegations of harassment, discrimination, retaliation, workplace misconduct, policy violations, and other employee complaints.
Ensure investigations are conducted objectively, thoroughly, timely, discretely, and in accordance with company policies and legal requirements.
Review investigation findings and recommendations to ensure consistency, fairness, and appropriate resolution.
Partner with Legal and Compliance teams on high-risk employee relations matters.
Establish metrics and reporting to measure employee relations trends, investigation outcomes, case volume, root causes, and organizational risk factors.
Present findings and recommendations to senior leadership and HR executives.
Utilize data-driven insights to inform business decisions and improve employee relations practices.
Advise senior leaders and HR partners on employee relations best practices and organizational risk mitigation.
Assess trends in employee relations data, hotline reports, investigations, and corrective actions to identify potential risks and recommend action plans.
Support responses by the Employment Law Compliance team to government agency charges, audits, and employment-related legal claims.
Serve as a trusted partner to HR leaders and managers on sensitive employee issues, performance management, disciplinary actions, workplace conflict, and organizational effectiveness.
Provide guidance regarding adherence to progressive discipline policies, workplace conduct, and policy interpretation.
Coach leaders on effective communication, conflict resolution, and employee engagement strategies.
Promote a culture of accountability, respect, and inclusion, the organization.
Partner with HR Centers of Excellence and HR Business Partners to provide insights on key themes and opportunities to address employee experience concerns.
Lead initiatives aimed at improving manager effectiveness and improving workplace experience while reducing employee relations risk.