Human Resources Director
Responsible for recruiting and retention strategies, employee relations and engagement, and support and development of the field Human Resources Managers to serve as a business partner for the location management team. Holds overall responsibility for ensuring that the division is complying with company, local, state and federal programs, policies, and regulations.
- Develops recruiting and retention strategy for the region with a focus on short- and long-term staffing. Partners across divisions for company-wide initiatives around recruiting, technology, and analytics as needed. Ensures all recruiting efforts comply with the Company’s Affirmative Action Program as well as state and federal laws.
- Forecasts the number of trainees needed to build bench strength and the talent pipeline for both short and long term needs. Directs recruitment and selection of trainees. Monitors trainee progress throughout the program, ensures the program goals are met, and that trainees successfully complete their program.
- Increases bench strength of the employees within the region. Monitors current openings, identifies training and development needs of employees, and facilitates work experiences to enable employees to develop professionally.
- Manages the Division Training Manager and serves as a liaison with the Training Department in Atlanta. Provides input suggestions to enhance the value of the training programs to the business. Monitors overall training efforts in region, ensures employees are trained in a timely manner, and that they meet/exceed the company training goals.
- Manages the preparation and maintenance of regional succession plans.
- Interprets questions and provides answers regarding human resources policies, procedures, and benefits.
- Consults on sensitive employment issues such as progressive discipline up to and including employment terminations. Works closely with corporate Human Resources to ensure consistency with corporate policies, philosophy and resources.
- Acts as initial contact and investigator for all charges of discrimination or employee litigation within the division. Assists corporate Human Resources to prepare answers to charges and with managing legal challenges to most effective close.
- Conducts semi-annual audits of all regional locations to ensure:
- Compliance with all employment laws and company policies, including EEO, ADA, FMLA, FLSA and other Human Resource issues.
- HazMat, OSHA and Safety Program Compliance
- Compensation program compliance
- Aids in the investigation and resolution of all division Network reports. Monitors grievance procedures in organized units. Implements programs/training/practices that effectively address patterns of poor behavior in employees and leadership.
- Monitors and coaches management styles, practices, and behaviors so as to optimize employee morale.
- Works with division operations to review, analyze, and address results of periodic employee engagement surveys.
- 5+ years of Human Resources Management experience in a Director/Regional role with multi-site / multi-state responsibility.
- Experience in developing and implementing HR strategies that align with business goals in the areas of recruitment and retention; people development; employee relations and compliance.
- Bachelor’s degree in Human Resources or business related discipline plus PHR / SPHR, or equivalent experience required.
- Demonstrated ability to gather, manipulate, and produce reports from various data sources, then analyze and develop suggested actions.
- Ability to use Microsoft Office suite of products, PeopleSoft (or other ERP HRIS system), performance management systems, and other HR-related applications.
- Ability to manage and collaborate within multiple levels of an organization.
- Successfully implement programs to employee populations that are disperse and numbering 1000+.
- Work is performed in typical office environment 50% of time. Other 50% spent in warehouse or store environment where there is exposure to fumes or airborne particles, occasionally exposed to cold, hot and/or humid conditions; moving mechanical parts and vibration. The noise level in the work environment is usually moderate.
- Travel is required up to 75% of the time to distribution centers/stores, headquarters, or to attend conferences.
In the 1920’s, America fell in love with the automobile. More and more vehicles began traveling the roads, creating a need for an auto parts distribution system that could keep pace with the demand to keep our automobiles running. In 1925, NAPA was founded to meet those needs. Since then, we’ve sped our way to become a powerhouse in the auto parts industry. Fueled by the popularity of the automobile, our name can now be seen on over 5,800 stores, 58 distribution centers, and 13,000 NAPA AutoCare facilities across the country, and we’re not stopping there.
Our 80 years of experience has made us an industry leader, but don’t let our age lead you to believe we can’t keep up with the changing times. We’re not your grandfather’s NAPA. As our vehicles become more advanced, we’ve adapted our business in ways that allow us to stay ahead of the curve. We’re constantly updating our inventory of over 500,000 parts, opening new stores, reaching out to customers in new ways, and most importantly, we’re hiring new talent to join our ranks.
It’s an exciting time to join our team and we need people like you to help us accelerate our business into the future. Our growth depends on the dedication and enthusiasm of our employees. At NAPA, we want to continue to expand our presence, but at the heart of our business we just love automobiles. That’s probably one of the reasons you’re visiting this page. You share our passion to help customers, both retail and wholesale, keep their vehicles running. At NAPA, you’ll be part a team that’s building on an 80-year legacy of NAPA KNOW HOW, backed by the best employees in the world.
We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.