Regional HR Director - Great Lakes

Advance Auto Parts•North Little Rock, AR

1d•$135,000 - $180,000•Remote

About The Position

The Regional HR Director serves as the senior HR advisor to the Regional Vice President and regional leadership team, translating business priorities into an actionable people strategy across more than 600 stores. As a regional leadership team member, the Director uses workforce insights and business acumen to strengthen leadership capability, build talent pipelines, improve organizational effectiveness, and support regional performance. The Director leads a team of HR Business Partners and is accountable for consistent, high-quality HR partnership across the region. In collaboration with HR Centers of Excellence, Employee Relations, and Legal, the role anticipates workforce needs and risks, delivers integrated talent solutions, and leads organizational change aligned with regional and enterprise priorities. This is a remote-based position covering territories in Pennsylvania, West Virginia, Ohio, Michigan, Indiana, Illinois, Wisconsin, Kentucky, and Tennessee. Up to 50% travel is required for market visits and leadership team engagement; overnight travel may be required.

Requirements

Proven multi-unit, geographically dispersed retail, restaurant, or field-based HR experience.
Demonstrated success partnering with and influencing senior executives to improve business outcomes.
Strong analytics capability and comfort building a people plan with data.
Ability to apply critical and strategic thinking to complex business and workforce matters, make sound decisions amid ambiguity, and translate insights into practical, measurable actions.
High degree of business and financial acumen.
Demonstrated ability to lead and champion change.
Excellent verbal and written communication, interpersonal, and conflict management skills.
Proficiency in Microsoft Office and Workday.
Ability to travel as necessary; the role requires up to 50% travel and may require overnight travel.
At least 10 years of progressive HR experience, preferably in a business partner capacity, including at least 3 years in a leadership role.
Bachelor’s degree in Human Resources, Business Administration, Communications, or a related field, or an equivalent combination of education and/or experience.

Nice To Haves

PHR or SPHR certification preferred, but not required.

Responsibilities

Partner across HR Centers of Excellence to integrate talent acquisition, organizational development, compensation, benefits, and employee relations solutions into a cohesive regional people strategy.
Maintain an understanding of field operations through regular store and market visits, using firsthand insights to shape regional people strategies and enterprise HR decisions or program design.
Use workforce data, including case trends, turnover, staffing, engagement, and labor spend, to diagnose regional issues, influence decisions, and develop proactive plans.
Partner with Employee Relations and Legal to identify and proactively address workforce risks, recurring employee relations trends, and compliance concerns.
Ensure leaders consistently apply company policies, performance expectations, and talent practices while balancing business needs, team member experience, and organizational risk.
Own regional talent and succession planning, identifying critical roles, talent risks, bench gaps, and development actions to strengthen leadership capability and internal mobility.
Partner with Organizational Development and Training to build targeted development strategies addressing regional capability needs.
Partner with Talent Acquisition to establish workforce and staffing priorities, leadership selection standards, and talent-pipeline strategies.
Lead organizational design and change initiatives that align structure, roles, talent, and labor models with current and future business needs.
Own the regional engagement and retention strategy, using employee feedback and workforce insights to address underlying drivers of turnover and performance.
Champion an inclusive, high-accountability culture and consistent team member experience across all districts.
Lead, develop, and hold accountable a team of HR Business Partners, establishing clear priorities, service expectations, and measurable outcomes aligned with regional business needs.
Build HRBP capability through ongoing coaching, talent development, succession planning, and differentiated performance management.
Create an operating rhythm across the regional HRBP team to identify workforce trends, align priorities, share best practices, and ensure consistent execution across districts.
Serve as the escalation point for complex or high-impact people matters, coordinating Employee Relations, Legal, and HR Center of Excellence partners.