Director of Employee Engagement

Krause Auto Group•Alpharetta, GA

12d

About The Position

Director, Employee Engagement Position Summary: The Director, Human Resources (HR) serves as a strategic business partner and trusted advisor to ownership and senior leadership across multiple dealership locations. This role provides strategic direction and operational leadership for all facets of Human Resources, including organizational design, employee relations, talent acquisition, performance management, compensation, compliance, and culture development. The Director partners closely with General Managers and department leaders to align people strategies with business objectives, drive workforce effectiveness, and ensure a consistent, high-performing employee experience across all dealerships.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field
10+ years of progressive HR leadership experience, including 3–5 years in a multi-site or regional HR management capacity.
Proven ability to lead HR strategy, operations, and compliance in a complex, fast-paced environment.
Strong business acumen and ability to influence senior leadership and drive change.
Proficiency in HRIS and payroll systems (e.g., ADP, Paycom, UKG, Netchex).

Nice To Haves

Master’s degree preferred.
Experience in the automotive, retail, or service industry is preferred.
Professional HR certification (PHR, SPHR, SHRM-CP/SCP) preferred.

Responsibilities

Strategic HR Leadership Partner with dealership ownership, regional leaders, and General Managers to design and implement HR strategies that support business growth, operational efficiency, and employee engagement across multiple locations.
Drive workforce planning, organizational design, and talent initiatives that enable scalability and performance.
Utilize HR analytics and metrics to identify trends, forecast workforce needs, and deliver actionable insights to leadership.
Serve as a strategic member of the leadership team, influencing decision-making on organizational structure, staffing, and performance outcomes.
Multi-Site HR Operations, Payroll, and HRIS Oversight Oversee HR operations across all dealerships, ensuring consistency, compliance, and service excellence.
Direct payroll administration and HRIS functionality for multi-state operations, maintaining accuracy and regulatory compliance.
Collaborate with Finance and Accounting on payroll reconciliations, reporting, and audit readiness.
Standardize HR processes and systems to promote efficiency and data integrity across locations.
Employee Relations and Culture Leadership Provide expert guidance on complex employee relations issues, investigations, and performance matters across all dealerships.
Ensure fair and consistent application of employment practices and disciplinary actions.
Lead initiatives that reinforce a positive, inclusive, and high-performance culture aligned with organizational values.
Function as a trusted advisor to leadership, fostering strong relationships built on credibility and results.
Talent Acquisition and Workforce Development Lead recruitment and talent strategies for key dealership and corporate roles, ensuring the right talent is in place to meet business needs.
Build a sustainable talent pipeline through partnerships with trade schools, community programs, and industry networks.
Oversee onboarding and integration programs that ensure compliance and a seamless new-hire experience.
Identify and develop internal talent for leadership and critical roles, supporting long-term succession planning.
Learning, Development, and Performance Management Design and implement leadership and employee development programs that enhance performance and retention.
Partner with leaders on goal setting, feedback, and performance evaluations to drive accountability and results.
Introduce tools and frameworks that strengthen coaching, feedback, and professional growth across dealerships.
Compliance, Risk Management, and Policy Governance Ensure compliance with all federal, state, and local employment regulations (EEOC, FLSA, ADA, FMLA, etc.) across multi-state operations.
Maintain and update employee handbooks, policies, and procedures to align with evolving laws and business practices.
Conduct regular HR audits and lead corrective action planning to mitigate risk.
Serve as the primary HR contact for external agencies, audits, and legal matters.