The Sr. HR Manager partners with the Region Vice President and region leadership team to develop and execute the strategic people agenda. This position acts as a strategic business partner and HR advocate at multiple levels of the organization assessing human resources needs and initiating proactive action plans to identify and develop talent, build capability for robust career opportunities and region succession planning. Responsibilities also include but are not limited to issue resolution, employee relations, building a culture that attracts and retains an engaged workforce, leverage and enhance recognition programs, workforce planning, management development and training, interpreting HR policy, organization design, change management, compliance, diversity, compensation, benefits, and HR special projects.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
Develop a strategic people agenda that aligns and supports the region annual operating plan
Provide values-based leadership to direct and indirect team of HR professionals and support staff
Oversee Team Member relations issues and investigations within all workforce areas supported, including corrective action and performance management at all levels
Act as region "Talent CEO" by identifying talent and building IDPs and succession plans
Monitor and analyze Team Member retention and other HR metrics, and develop appropriate action plans to address identified needs.
Support and assist business partners in analyzing engagement survery, develop and execute action plan
Assess organization training needs and develop capability building plan to address gaps, partner with and make recommendations to OD/Training Department
Oversee the investigation of unfair treatment/discrimination charges, harasent complaints, wrongful terminations, wage/hour issues and other potential legal matters (in partnership with Legal Department when applicable)
Support performance management process to ensure that continuous improvement and implementation of best practices occurs. Advise business partners on goal setting and performance reviews, providing instruction on timeline and process. Counsel business partners on performance ratings and effective communication/coaching to Team Members.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Knowledge of State and Federal Employment Laws (i.e., EEO, FMLA, FLSA), recruiting, interviewing and/or counseling/coaching skills, training and presentation skills. Understanding of retail business helpful.
Ability to lead as well as champion change.
Excellent verbal and written communication, interpersonal, decision making, development planning, performance gap analysis and conflict management skills.
High level of business/financial acumen.
Proficiency in Microsoft Office software required.
EDUCATION and/or EXPERIENCE
This position directly supervises 1 HR Manager
CERTIFICATES, LICENSES, REGISTRATIONS
PHR or SPHR certification preferred.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee is occasionally required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; and stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, and ability to adjust focus.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.
Advance Auto Parts