Market HR Sr. Manager

United Fidelity Bank•Western Hills, CO

About The Position

The Market HR Senior Manager is the market's primary HR advisor, and their value is measured not by the volume of HR work they process, but by the quality of the outcomes they drive for associates and the business. This role functions as a 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 Senior Manager diagnoses systemic workforce challenges, brings a disciplined point of view to business conversations, and manages the full market HR portfolio with the sophistication and business credibility expected of a HR Business Partner.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field required
4–6 years of progressive HR experience, including demonstrated exposure to multi-site or multi-unit environments
PHR or SHRM-CP required
Workday or comparable HRIS proficiency required; experience with HR reporting tools or dashboards preferred
Working knowledge of federal and multi-state employment law; ability to identify when legal escalation is warranted
Business Acumen — Fluently connects workforce strategy to market P&L performance; is a credible voice in business reviews and brings an independent point of view to the Market President
Coaching Over Doing — Models and enforces the coaching-over-doing standard across the market; pushes back when leaders look to HR to do the work that belongs to them
Diagnostic Thinking — Reviews data and dashboards with a questioning mindset; goes one level deeper than the obvious answer before making a recommendation
COE Partnership — Leverages Talent Development, Talent Acquisition, HR Operations, and Total Rewards as expert partners; routes work to the right COE rather than working around them
Execution & Follow-Through — Manages a consistent workload with precision and reliability; every commitment is tracked and completed
Integrity & Discretion — Handles sensitive associate information with unwavering confidentiality; never compromises associate trust or the integrity of the HR function

Nice To Haves

SPHR or SHRM-SCP a plus
Retail, automotive, or high-volume multi-site experience a plus

Responsibilities

Talent Selection Drive hiring process discipline across the market — hold GMs and hiring managers accountable to evidence-based interview standards, not preferences
Participate directly in GM-level interviews and provide structured input to the Market President on candidate quality
Lead monthly staffing reviews across all priority locations; proactively identify stores trending toward critical staffing risk
Analyze early turnover patterns across the market to distinguish hiring quality issues from onboarding failures, and partner with TA and Talent Development on the appropriate response
Partner closely with the Talent Acquisition COE on market-level workforce planning; surface demand signals and local market intelligence proactively
Identify and name pipeline gaps at the GM and Department Manager level before vacancies occur
Maintain a current and informed talent map of every GM and Department Manager in the market — strengths, gaps, readiness, and risk
Coach GMs to manage their own people issues effectively; the goal is leader capability growth, not HRBP dependency
Actively push the internal promotion agenda; challenge the reflex to post externally before the bench has been genuinely evaluated
Own 360 follow-up conversations and connect each leader with the right COE resource — Talent Development, Total Rewards, or HR Operations — without substituting for COE expertise
Lead quarterly talent reviews with the Market President and VP, Human Resources; present a market-level talent narrative, not just a roster
Identify high-potential associates at the store level and advocate for their development through appropriate channels
Own the listening dashboard for the market — review results before any leader sees them, add the interpretive layer, and arrive at every debrief with a point of view
Distinguish between a store-specific signal and a market-wide pattern; escalate market themes to the VP, Human Resources with a recommendation, not just data
Conduct structured GM debrief conversations after each pulse survey cycle; coach GMs to lead their own team response — do not take it over
Route listening signals precisely: development issues go to Talent Development COE, staffing signals go to TA, operational themes go to the Market President, ER signals go to the ER Team
Maintain a running view of ER case trends in the market; surface emerging patterns to the ER Team before they become systemic
Understand how each store in the market makes money; attend P&L reviews regularly and come prepared with a people-lens perspective on the numbers
Connect every people conversation to a business outcome — turnover cost, productivity loss, leadership effectiveness, or associate retention risk
Serve as a prepared, credible strategic partner to the Market President: bring an independent point of view, redirect focus when needed, and push back with data when the situation calls for it
Translate HR metrics into financial language — quantify the cost of attrition, the value of retention, and the ROI of investing in store leadership capability
Frame all pillar deliverables through the business performance lens — every talent, listening, and selection output should connect to a store or market outcome

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

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