Market HR Director

United Fidelity Bank • Columbus, OH

1d

About The Position

The Market HR Director operates across a high-complexity market environment. This role functions as a senior strategic advisor to the Market President, Market Team, and General Managers and is expected to shape talent and organizational health decisions — not just respond to them. The Director diagnoses systemic workforce challenges, brings a disciplined point of view to senior business conversations, and manages the full market HR portfolio with the sophistication and business credibility expected of a senior HR Business Partner.

Requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field required
• 6–9 years of progressive HR experience with meaningful business partner exposure at the market or regional level
• PHR or SHRM-CP required
• Workday or comparable HRIS proficiency required
• Solid command of multi-state employment law; comfortable advising leaders on workforce risk without Legal present

Nice To Haves

• SPHR or SHRM-SCP strongly preferred
• experience with HR reporting tools or dashboards preferred
• Retail, automotive, or high-volume multi-site experience a plus

Responsibilities

• Talent Selection
• Own the talent selection standard for the market — the Market President looks to the Director to define what a disciplined hiring process looks like and hold it
• Lead GM-level interview processes in close partnership with the Market President; provide a structured, evidence-based talent assessment with a clear recommendation
• Conduct market-wide staffing reviews on a regular cadence; anticipate critical role vacancies 60–90 days before they become crises
• Analyze early turnover patterns across the full market portfolio — distinguish root causes at the hiring, onboarding, and leader effectiveness levels and route corrective action accordingly
• Serve as the strategic partner to the Talent Acquisition COE on market-level workforce planning; bring demand forecasts, brand-level talent trends, and local market intelligence
• Identify systemic gaps in GM and Department Manager pipeline depth and bring a recommendation to the Market President and VP, Human Resources
• Talent Development
• Maintain a sophisticated, current talent map of every GM and key Department Manager in the market — strengths, gaps, development needs, succession readiness, and flight risk
• Operate with a coaching-first philosophy at all times: build GM and leader capability, do not substitute for it
• Drive the internal succession agenda with discipline — present succession bench depth to the Market President quarterly and close identified gaps through COE partnership
• Lead and facilitate quarterly talent calibration reviews with the Market President and VP, Human Resources; own the narrative, the data, and the recommended actions
• Partner with the Talent Development COE to co-design market-specific capability solutions — bring field intelligence the COE cannot see from the center
• Identify high-potential associates across the market, advocate for their development, and track progress against development commitments
• Listening Strategy
• Own the organizational health narrative for the market — synthesize listening data, ER case patterns, turnover, and business performance into an integrated market health assessment
• Arrive at every listening debrief with the Market President prepared with an interpretive point of view, a root cause hypothesis, and a recommended response — not a data summary
• Coach GMs to own their team's listening response; the Director's role is to equip and hold accountable, not to step in
• Identify cross-store patterns and systemic themes; escalate market-level organizational health risks to the VP, Human Resources with a recommendation and a sense of urgency
• Serve as the market-level point of contact for the ER Team on case trends; surface emerging systemic ER risk proactively before it is visible in formal reporting
• Business Performance
• Operate as a genuine strategic partner to the Market President — attend P&L reviews, understand the business deeply, and bring an independent people-strategy perspective to every business conversation
• Connect market-level workforce data to financial outcomes with specificity: identify which people trends are costing the market the most and prioritize accordingly
• Redirect the Market President's focus when people decisions are being driven by urgency rather than strategy; push back with data, offer alternatives, and hold the HR perspective without deferring
• Develop and present the market's Organizational Health Score and people analytics to senior leadership on a regular cadence
• Frame all HR work — across all four pillars — in the language of business outcomes; every recommendation connects to a market or store-level result

Benefits

• Competitive compensation and 401k matching
• Enjoy a healthy work-life balance with insurance plans (health, dental, vision) and maternity benefits.
• Associate purchase and discount programs for new and pre-owned vehicles, services, parts, collision, accessories, and AutoGear
• Access amazing deals and discounts through YouDecide, a website with offers from top providers and retailers
• Join our DRVPNK mission to raise and donate millions of dollars to cancer research and treatment, partnering with cancer charities nationwide

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Number of Employees: 101-250 employees