Area HR Manager

Area HR Manager, People

Job Summary

The Area HR Manager, People serves as a trusted HR advisor and leader for the NAPA People (HR) team in their assigned 2 -3 distribution centers to implement high impact people initiatives. Reporting to the Director, People, they partner closely with leaders to develop strategic alignment and guidance on core People (HR) functions (e.g., talent acquisition, onboarding, coaching and development, performance management, succession planning, compensation, and compliance). The Area HR Manager, People ensures the engagement of NAPA’s growing employee workforce by leading a high-functioning team of People professionals to effectively manage all components of the employee lifecycle to drive NAPA strategic priorities.

Responsibilities

• Proactively consults with NAPA leadership to ensure short and long-term talent needs are fulfilled through effectively implementing talent acquisition, succession planning and employee retention efforts.
• Requires ambitious standards in performance management, employee coaching, discipline documentation and other employment documentation from People teammates.
• Maintains compliance with company, federal, state, and local regulations related to employment, compensation, safety, workers compensation and security.
• Provides coaching to managers on effective employee management, employee retention and employee recognition and development techniques as needed.
• Manages employee programs, including new hire onboarding and orientation, manager training, compliance training, process-specific training, and learning and development opportunities.
• Leads effective role out of employee impacting and employee facing People events throughout the years, Performance Management, safety, and Annual Enrollment, etc.
• Ensures accurate and up-to-date employee data within the HRIS system.
• Conducts data collection, reporting and analysis across teammate lifecycle for informed decision-making.
• Leads, develops, and empowers a team of HR professionals as they work to implement excellent HR operations.

 Qualifications

• High school diploma and 5+ years’ experience implementing HR process in a high growth environment.
• 1+ years’ experience leading a team.
• Intermediate proficiency with Microsoft Office applications – Outlook, Excel, Word, PowerPoint.
• Familiarity with data analytics and reporting tools.
• Proven ability to manage complex HR challenges and implement solutions in alignment with business goals. 
• Experience with payroll administration.
• Ability to maintain confidential and sensitive information.
• Familiarity with laws, regulations, and guidelines, related to HR and state-to-state differences.

Preferred Qualifications

• Bachelor’s degree in human resources, Business Administration or related field.
• 4+ years’ experience.
• 2+ years’ experience leading a team.
• SHRM or HRCI certification (SHRM-SCP or SPHR) a plus.
• Workday and Kronos experience preferred.
• Experience working in a warehouse, distribution center, or retail environment.

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 work in an office environment.
• Must be able to work in a distribution, warehouse, or retail environment.
• Ability to travel 25 - 50% throughout assigned locations.

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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.