VP, Field Human Resources

Advance Auto Parts•Raleigh, NC

About The Position

The Vice President of Field Human Resources is a strategic, enterprise-level HR executive responsible for building, leading, and optimizing a high‑performing Field HR organization that supports 4,000+ retail automotive stores across the United States. This role ensures that HR strategy, people programs, and workforce initiatives directly enable operational excellence, talent optimization, and a world-class team member experience. The VP of Field HR partners closely with Operations leadership to align HR strategies with business priorities, shape workforce culture, and support a distributed workforce at significant scale.

Requirements

15+ years of progressive HR leadership experience, with at least 7 years in field-based or multi-unit HR roles supporting large, distributed retail or service operations.
Demonstrated success leading HR teams supporting 30,000+ employees; preference for experience in retail automotive, specialty retail, consumer services, or franchise environments.
Strong expertise in employee relations, workforce planning, talent management, organizational design, and HR operations.
Proven ability to influence senior leaders and drive enterprise-level change in a matrixed environment.
Exceptional communication, executive presence, and relationship-building skills.

Nice To Haves

Experience supporting rapid-growth or turnaround retail environments.
Background navigating multi-state labor laws, wage-and-hour regulations, and compliance frameworks.
Bachelor’s degree required; Master’s degree or HR certifications (SPHR/SHRM-SCP) strongly preferred.

Responsibilities

Strategic Leadership Develop and execute the Field HR strategy aligned to enterprise goals, retail operations priorities, and organizational culture.
Serve as a trusted advisor to senior leaders, providing thought leadership in the areas of field workforce strategy, talent planning, retention, engagement, and organizational effectiveness.
Lead the transformation and modernization of HR processes, systems, and capabilities to support a rapidly scaling retail automotive environment.
Field HR Team Leadership & Development Lead, inspire, and develop a team of 30+ HR Managers and regional HR professionals supporting 4,000+ store locations.
Build a strong leadership bench within the Field HR team through coaching, capability-building, and succession planning.
Create a culture of accountability, continuous improvement, and cross-functional collaboration.
Workforce & Talent Strategy Oversee strategic workforce planning to ensure the right talent is available at the right time to meet operational demands in a large, distributed retail environment.
Partner with Talent Acquisition, Learning & Development, and Total Rewards to strengthen recruitment, onboarding, leadership development, and career-pathing programs for hourly and management roles.
Drive initiatives that reduce turnover, improve store staffing stability, and elevate the overall employee experience.
Employee Relations & Compliance Provide executive oversight of complex employee relations issues, workplace investigations, and regulatory compliance across all states in which the company operates.
Ensure consistency of HR policies, employee relations practices, and disciplinary processes across all stores.
Collaborate with Legal to mitigate risk and strengthen compliance frameworks in a heavily regulated retail automotive environment.
Culture, Engagement & Change Management Champion programs to reinforce a high-performing, inclusive culture across a geographically diverse workforce.
Lead organizational change initiatives related to operational transformation, culture evolution, and strategic business shifts.
Utilize data-driven insights to identify opportunities to enhance engagement, recognition, and team member retention.
Operational Partnership Serve as a senior HR partner to Regional Vice Presidents, District Managers, General Managers and other field operations leaders.
Attend field leadership meetings and conduct regular store visits to assess HR and operational alignment.
Influence business decisions by providing actionable insights on people trends, workforce risks, and organizational needs.