Director Of People- Mdw Store And Sales

Job Summary

NAPA Auto Parts is seeking an experienced and energetic Human Resource Director to join our division team. The Human Resource Director is a pivotal member of the team, responsible for executing the HR Strategy, Human Resources Managers and Management Teams for NAPA Store & Sales. They contribute to company performance by providing strategic consulting on people and organization development strategies in support of the business objectives. Performs HR related duties at the professional level while supporting more than one functional group. Will fulfill responsibilities in the following functional areas: people analytics, data analytics, succession planning, talent planning, employee relations consultation; policy interpretation, performance management, compensation management consultation; and talent management consultation. May fulfill additional responsibilities to include organizational design, payroll, employee development initiatives and training.

Responsibilities

• Data-backed decision-making approach, people analytics-collecting and applying organizational, people, and talent data to improve critical business outcomes.
• Growth mindset, continual succession planning, upskilling, creating a talent pipeline.
• High degree of self-motivation and initiative in managing multiple projects, contributing to group goals, and driving results
• Partner with the leadership team to formulate, develop, implement, and evaluate a HR and Talent Management Strategy to achieve the organization’s vision, mission and goals, and to create value to its stakeholders. Regularly engage in direct communication with the DVPs on key human resources matters.
• Acts as change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status.
• Analyzes trends and metrics in partnership with HR peers to develop solutions, programs, and policies.
• Mitigate legal risk to the organization through proactive training and education, establish systems, and processes for managing conflicts with and between employees, handling and investigating complaints of harassment/discrimination and other unjust practice allegations.
• Talent planning, talent management, strategic workforce planning, performance management, utilizing tools to attract top talent, assisting with developing employee’s skills, conducing assessment, development, and organizational design consultation.
• Conducts ongoing supply and demand analysis for business partners on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs. Actively participates in annual budget planning/labor forecasting process with business partners.
• Grows and conserves network of contacts to help identify and source qualified candidates. Leverages on-line recruiting resources; employee referrals; network referrals; etc. to identify and recruit “best in class” talent.
• Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure organizational compliance. This includes educating and advising managers and senior leaders on HR-related legal and regulatory matters and ensuring HR programs, practices and policies are aligned.
• Evaluates issues, patterns, and trends to provide initiative-taking insights for HR solution and program designs i.e., training to address certain needs.
• Partners with Payroll; HRIS; Compensation and Benefits functions as needed to provide solutions for clients.
• Partners with Sr. Director of Human Resources and appropriate leaders to grow the capacity of the organization’s key talent to include high potential identification (via Talent Management) and associated development programming, etc.

Qualifications

• Bachelor’s degree or the equivalent years of experience in Human Resources or related field
• A minimum of 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 and/or root cause of an issue.
• Ability to provide thoughtful, progressive and strategic guidance.
• Expertise in analysis, critical decision making, project management, and process improvement.
• Strong interpersonal, verbal and written communications 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 achieved desired organizational outcomes.
• Outstanding judgement, sensitivity and high discretion

Preferred Qualifications

• HRCI and/or SHRM Certification
• MBA

Leadership

• Embodies the following values: serve, perform, influence, respect, innovate, team.
• Effectively communicates by motivating and inspiring others through clear and proactive communication.
• Delivers results and drives customer success by committing and focusing on outcomes to deliver results and making the customer the center of decisions.
• Makes balanced decisions and thinks strategically by being a forward thinker.
• Develops high-performing teams by providing inclusive leadership, attracting and developing world-class talent, providing ongoing feedback, and building trust across the organization.

People Capabilities

• Business Acumen: Must possess industry, organization and financial knowledge.
• Strategic Consulting: Must be able to provide consultative problem-solving, as well as project and risk management competency.
• Relationship Management: Must promote collaboration, networking, persuasion and influence.
• Data Judgement: Must be able to provide data foundations, interpretation and storytelling.
• Talent Management: Provide strategic HR expertise, employee experience management, change management and technological savviness.
• Agility: Must lead with a growth mindset and drive innovation and iteration.

Physical Demands / Working Environment

• Must be able to travel to multi sites locations as needed

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GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.