Sr. HR Business Partner

Advance Auto Parts • Raleigh, NC

1d • Hybrid

About The Position

Job Summary: The Sr. HR Manager (Sr. HRM) is a strategic HR Business Partner to the Chief Financial Officer (CFO) and his leadership team. This role will be focused on enabling the function to achieve it’s goals and objectives through people initiatives. The ideal candidate will partner directly with executive leaders to develop and execute creative solutions that align talent with business needs by leveraging experience, data analysis, AI/automation, and organizational tools/resources. They will serve as a trusted advisor and coach, fostering alignment with AAP’s vision and cultural beliefs, values, and code of ethics. This position is a highly visible individual contributor role that leads through influence. It reports to the VP of Global Human Resources for Corporate Functions. What will you do? Essential duties and responsibilities include the following. Other duties may be assigned. Facilitate and execute talent strategy Identify talent needs, risks, and gaps; Develop and oversee the execution of plans using talent management tools and resources (including partnership with OD/Training team) to address needs/risks/gaps and strengthen talent pipelines. Empowers and scales leadership capability by coaching leaders and developing their capability to own talent activities Lead talent calibration, discussion, reviews, and succession planning with a focus on diversity, leadership behavior, business acumen/skill, and overall readiness. Champion high-potential talent by guiding and coaching leaders to build skill and capability, offer unique experiences, elevate performance, unlock potential, and accelerate readiness. Partner with executive leadership to develop and maintain an organizational design structure that provides appropriate levels of management as well as desired development opportunities. Partner with leadership and Talent Acquisition (TA) to develop proactive recruiting and talent strategies to address current and future openings. Operate as a thought partner and coach Deliver real-time recognition, coaching and constructive feedback to team members at all levels of the organization. Leverages people analytics to provide transparent insights to the leadership team; uses data and insights to anticipate needs and tell a story that shapes decisions and informs the talent agenda. Influence decisions by leveraging knowledge and understanding of culture, structure, business, people and strategy to achieve both business and organizational improvements. Bring a future-focused lens to conversations and decisions, connecting leadership actions to long-term business value. Scale through innovation by continuously identifying areas of opportunity to refine work processes – both within the Finance and HR; partner with HR Ops/Tech teams to design automated workflows and AI-driven solutions that streamline manager tasks (e.g., onboarding, talent movements, reporting, etc). Drive culture and positive team member experience Build authentic, trust-based relationships that fuel connection, collaboration, and belonging at every level. Be a culture catalyst—spot engagement risks early, surface solutions quickly, and make culture a shared leadership priority. Champion inclusion and equity in systems, structures, and day-to-day decisions to foster an environment of acceptance and respect where everyone can succeed; Partner with Culture & Inclusion (CI) on strategies and implementation. Ensure the team member’s voice is heard and reflected in initiatives by embedding colleague experience into every conversation. Identify and lead change management Develop and implement solutions that fuel continuous improvement within the business function and/or HR. Consult with partners to assess, design, and implement change management initiatives that align with business strategies, ensuring the right resources are in place for successful execution. Monitor change initiatives against key milestones while partnering with business leadership to ensure smooth transitions, sustained engagement, and overall adoption of change. HR Excellence Translate business strategy into HR initiatives that align with business objectives. Actively participate in functional meetings and business reviews; translate business strategy and operational pain points into talent solutions, training needs, and change management strategies. Develop, support and implement HR programs, solutions and core processes in support of multiple functional areas of HR; including, but not limited to performance management, talent management, organizational health, rewards and recognition. Track progress against key metrics and milestones, providing insights and recommendations to leadership as needed. Identify, investigate and assist in resolving employee relations issues; including conducting investigative interviews when necessary, maintaining thorough documentation, and implementing appropriate corrective action. Complete special projects and additional duties as assigned.

Requirements

• High level of business and financial acumen. Understands how structure, strategy, culture and operations tie together to drive business outcomes.
• Strong collaborator who can build relationships and act as a trusted partner to many across the organization.
• Natural curiosity and challenger mindset that drives continuous improvement mindset which fuels organizational efficiency and effectiveness
• Ability to effectively leverage data in decision making, planning and interpersonal skills.
• Digital fluency and process optimization: Proactive mindset for identifying 'friction points' in the employee lifecycle.
• Proven ability to leverage HRIS capabilities (e.g., Workday workflows) and Generative AI to automate administrative tasks, enhance user experience, and shift team bandwidth from tactical execution to high-impact strategic work.
• Professional demeanor with excellent verbal and written communication, including the ability to effectively present information, influence an audience, respond to questions, and communicate with all levels of the organization including executive leadership and C-Suite.
• Proven ability to leverage courage and candor to coach, challenge, and influence – especially at senior levels of an organization.
• Previous experience with talent planning and organizational design.
• Demonstrated ability to lead as well as champion change by gaining alignment across a broad range of team members.
• Attention to detail with the ability to multitask and work in fast-paced environment.
• Vast knowledge of HR including but not limited to: Workforce planning inclusive of org design and succession planning Recruiting and interviewing best practices Performance management inclusive of development, coaching and counseling Various training and development tactics Compensation and benefits State and federal employment laws (i.e., EEO, FMLA, Wage & Hour)
• High level of proficiency in Microsoft Office including Outlook, Excel, PowerPoint, and Teams.
• Bachelor’s degree (B. A.) in Business, Human resources, or related field
• 7+ years of strategic HR Business Partner experience and/or training; or equivalent combination of education and/or experience.

Nice To Haves

• Having supported VP+ leaders previously is a plus.

Responsibilities

• Facilitate and execute talent strategy
• Identify talent needs, risks, and gaps
• Develop and oversee the execution of plans using talent management tools and resources (including partnership with OD/Training team) to address needs/risks/gaps and strengthen talent pipelines.
• Empowers and scales leadership capability by coaching leaders and developing their capability to own talent activities
• Lead talent calibration, discussion, reviews, and succession planning with a focus on diversity, leadership behavior, business acumen/skill, and overall readiness.
• Champion high-potential talent by guiding and coaching leaders to build skill and capability, offer unique experiences, elevate performance, unlock potential, and accelerate readiness.
• Partner with executive leadership to develop and maintain an organizational design structure that provides appropriate levels of management as well as desired development opportunities.
• Partner with leadership and Talent Acquisition (TA) to develop proactive recruiting and talent strategies to address current and future openings.
• Operate as a thought partner and coach
• Deliver real-time recognition, coaching and constructive feedback to team members at all levels of the organization.
• Leverages people analytics to provide transparent insights to the leadership team; uses data and insights to anticipate needs and tell a story that shapes decisions and informs the talent agenda.
• Influence decisions by leveraging knowledge and understanding of culture, structure, business, people and strategy to achieve both business and organizational improvements.
• Bring a future-focused lens to conversations and decisions, connecting leadership actions to long-term business value.
• Scale through innovation by continuously identifying areas of opportunity to refine work processes – both within the Finance and HR; partner with HR Ops/Tech teams to design automated workflows and AI-driven solutions that streamline manager tasks (e.g., onboarding, talent movements, reporting, etc).
• Drive culture and positive team member experience
• Build authentic, trust-based relationships that fuel connection, collaboration, and belonging at every level.
• Be a culture catalyst—spot engagement risks early, surface solutions quickly, and make culture a shared leadership priority.
• Champion inclusion and equity in systems, structures, and day-to-day decisions to foster an environment of acceptance and respect where everyone can succeed; Partner with Culture & Inclusion (CI) on strategies and implementation.
• Ensure the team member’s voice is heard and reflected in initiatives by embedding colleague experience into every conversation.
• Identify and lead change management
• Develop and implement solutions that fuel continuous improvement within the business function and/or HR.
• Consult with partners to assess, design, and implement change management initiatives that align with business strategies, ensuring the right resources are in place for successful execution.
• Monitor change initiatives against key milestones while partnering with business leadership to ensure smooth transitions, sustained engagement, and overall adoption of change.
• HR Excellence
• Translate business strategy into HR initiatives that align with business objectives.
• Actively participate in functional meetings and business reviews; translate business strategy and operational pain points into talent solutions, training needs, and change management strategies.
• Develop, support and implement HR programs, solutions and core processes in support of multiple functional areas of HR; including, but not limited to performance management, talent management, organizational health, rewards and recognition.
• Track progress against key metrics and milestones, providing insights and recommendations to leadership as needed.
• Identify, investigate and assist in resolving employee relations issues; including conducting investigative interviews when necessary, maintaining thorough documentation, and implementing appropriate corrective action.
• Complete special projects and additional duties as assigned.

Benefits

• We believe in supporting our Team Members and those they love through comprehensive health & wellness benefits. Learn more here: https://jobs.advanceautoparts.com/us/en/benefits

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 5,001-10,000 employees