People Director, Store Operations

Genuine Parts Company•Usa, IL

7d•Remote

About The Position

NAPA Auto Parts is seeking an experienced People Director for its Midwest division. This remote role oversees the Midwest and requires travel to multiple sites. The People Director executes HR strategy and provides strategic consulting to HR Managers, store management teams, and business leaders on people and organizational development strategies that support business objectives. The role performs professional-level HR work across multiple functional groups, including people and data analytics, succession and talent planning, employee relations, policy interpretation, performance and compensation management, and talent management. Additional responsibilities may include organizational design, payroll, employee development, and training. The position partners with senior leaders to develop and implement HR and talent management strategies, uses data and workforce analysis to inform decisions, builds talent pipelines, and supports organizational change. It also advises leaders on employment law and compliance, works with HR and business partners on staffing and labor forecasting, and collaborates with Payroll, HRIS, Compensation, Benefits, and supply chain teams. The role reports directly to the VP of Stores for regular communication on key HR matters; it also partners with the Sr. Director of Human Resources and other leaders on developing key talent.

Requirements

Bachelor’s degree or equivalent years of experience in Human Resources or a related field.
At least 7 years of HR generalist experience partnering directly with senior leadership to develop, align, and implement HR and organizational development strategies.
Experience supervising and developing staff.
Experience implementing strategies and systems for talent management, compensation, benefits, and HR technology.
Strong business acumen and leadership abilities.
Working knowledge of employment laws and compliance issues.
Ability to listen and probe to understand underlying needs and root causes.
Ability to provide thoughtful, progressive, and strategic guidance.
Expertise in analysis, critical decision-making, project management, and process improvement.
Strong interpersonal, verbal, and written communication skills, including developing and delivering presentations.
Demonstrated ability to anticipate and solve practical problems.
Ability to identify, influence, and collaborate with stakeholders to achieve organizational outcomes.
Outstanding judgment, sensitivity, and discretion.
Proficiency in Microsoft Office Suite and Workday.
Ability to travel to multiple site locations as needed.
Demonstrated capabilities in business acumen, strategic consulting, relationship management, data judgment, talent management, and agility.

Nice To Haves

HRCI and/or SHRM certification (listed under Preferred Qualifications; the posting also describes certification as required).
MBA.
Supply chain management experience or knowledge.
Leadership qualities aligned with serving, performing, influencing, respecting, innovating, and teamwork.
Strong analytical and problem-solving skills.
Ability to motivate and inspire others through clear, proactive communication.
Ability to deliver results and drive customer success.
Strategic, forward-thinking decision-making.
Ability to develop high-performing teams through inclusive leadership, talent development, ongoing feedback, and trust-building.

Responsibilities

Use people and talent analytics to improve organizational and business outcomes.
Plan succession, upskill employees, and develop a talent pipeline.
Manage multiple projects, contribute to group goals, and drive results with initiative and self-motivation.
Partner with the leadership team to formulate, implement, and evaluate HR and talent management strategies aligned with the organization’s vision, mission, and goals.
Communicate regularly with the VP of Stores about key human resources matters.
Support organizational change and transformation through process design and improvement.
Analyze HR trends and metrics with HR peers to develop solutions, programs, and policies.
Mitigate legal risk through proactive training, education, conflict-management systems, and investigation of harassment, discrimination, and other workplace allegations.
Lead talent planning, strategic workforce planning, performance management, talent acquisition, employee development, assessments, and organizational design consultation.
Analyze current and future staffing and skills needs and design talent acquisition strategies to address them.
Participate in annual budget planning and labor forecasting with business partners.
Build and maintain candidate networks and use online recruiting resources, referrals, and other channels to identify and recruit qualified talent.
Maintain knowledge of applicable local, state, and national employment laws and regulations; advise leaders and support organizational compliance.
Evaluate issues, patterns, and trends to identify HR solutions and program needs, including training.
Partner with Payroll, HRIS, Compensation, and Benefits functions to provide client solutions.
Integrate supply chain strategies into HR practices and collaborate with cross-functional teams.
Partner with the Sr. Director of Human Resources and appropriate leaders to identify high-potential talent and develop organizational capacity through talent-development programming.
Travel to multiple site locations as needed.