People Director, Store Operations

Genuine Parts Company•USA GPC Remote - Illinois, IL

1d•$100,000 - $200,000•Remote

About The Position

NAPA Auto Parts is seeking an experienced People Director to join its Midwest division team. This remote role covers the Midwest and requires openness to travel. The People Director executes HR strategy and supports Human Resources Managers and management teams for NAPA stores. The role provides strategic consultation on people and organizational development strategies aligned with business objectives and performs professional-level HR duties across multiple functional groups. Key functional areas include people and data analytics, succession and talent planning, employee relations consultation, policy interpretation, performance and compensation management consultation, and talent management consultation. Additional responsibilities may include organizational design, payroll, employee development initiatives, and training. The position partners with senior leaders and cross-functional teams to support business performance, workforce planning, organizational change, compliance, talent development, and staffing needs.

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 other compliance issues.
Ability to listen and probe to understand underlying needs or 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 proficiency in developing and delivering presentations.
Demonstrated ability to anticipate and solve practical problems.
Ability to identify, influence, and collaborate with key stakeholders to achieve organizational outcomes.
Outstanding judgment, sensitivity, and discretion.
Proficiency in Microsoft Office Suite and Workday.
Must be able to travel to multiple site locations as needed.
HRCI and/or SHRM certification required.

Nice To Haves

MBA.
Supply Chain Management.

Responsibilities

Use people analytics and organizational, people, and talent data to improve business outcomes.
Conduct ongoing succession planning, upskilling, and talent-pipeline development.
Manage multiple projects, contribute to group goals, and drive results with initiative and self-motivation.
Partner with the leadership team to formulate, develop, implement, and evaluate HR and talent management strategies aligned with organizational vision, mission, and goals; regularly communicate directly with the VP of Stores on key HR matters.
Act as a change agent by designing processes and approaches that support business change and transformation and advance processes toward best-practice status.
Analyze trends and metrics with HR peers to develop solutions, programs, and policies.
Mitigate legal risk through proactive training and education; establish systems and processes for managing employee conflicts and investigating harassment, discrimination, and other alleged unjust practices.
Support talent planning, talent management, strategic workforce planning, and performance management; use tools to attract talent; assist with employee skill development; and provide assessment, development, and organizational-design consultation.
Analyze current and future staffing and skill needs with business partners and design talent acquisition strategies to meet them.
Participate in annual budget planning and labor forecasting with business partners.
Build and maintain a network of contacts and use online recruiting resources, employee referrals, and network referrals to identify and recruit qualified candidates.
Maintain knowledge of applicable local, state, and national employment laws and regulations; advise managers and senior leaders on HR legal and regulatory matters and support organizational compliance.
Evaluate issues, patterns, and trends to provide insights for HR solutions and program design, including training initiatives.
Partner with Payroll, HRIS, Compensation, and Benefits functions as needed 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 build organizational capacity in key talent, including identifying high-potential employees and developing related programming.
Supervise and develop staff.
Travel to multiple sites as needed.