Director, People (Store Operations)

Job Description

NAPA Auto Parts is seeking an experienced and energetic Human Resources Manager to join our Midwest team, based out of Chicago. The Human Resources Director is a pivotal member of the Midwest Division team, responsible for executing the HR Strategy Human Resources Managers and Management Teams for 6 NAPA Distribution Centers and surrounding Company owned stores. If you seek a key leadership position with a stable company that offers opportunities to learn, train and grow your career, our Human Resources Manager position is the job for you!

Responsibilities

• The Human Resources Manager has responsibility for the employees and employment practices for the Distribution Center and company-owned stores.Specific job responsibilities include: Increase bench strength through recruiting, coaching and development of personnel.
• Provide leadership, and establish a work experience that enables NAPA to be the preferred employer in the community
• Partner with the General Manager, District Manager, Sales Manager and Operations Manager to ensure the short term and longer-term talent needed to successfully meet business priorities
• Conducts and directs new employee orientation process to ensure employee is able to quickly perform their job.
• Demands high standards in performance management, employee coaching, discipline documentation, and terminations.
• Executes, manages and administers company programs and training.
• Coordinates and leads Employee Involvement, Safety, and annual benefit meetings.
• Coaches managers on effective employee management, employee retention, and employee recognition and development techniques.
• Manages compliance with company, federal, state and local policies and regulations related to employment, compensation, safety, workers compensation and security for the DC and company owned stores.
• Coaches and develops managers to effectively manage employee relations, set appropriate expectations in behavior and performance, which protect the employee, and the physical and financial assets of the company.
• Manages the employee separation process and collects/analyzes data to enhance the employee experience.

Qualifications

• A four-year Human Resources or business related degree preferred, or 5 years of equivalent Human Resources experience.
• 3-5 years experience managing the Human Resources function for 100 - 500 employees preferred
• Strong verbal and written communication skill
• SHRM certification (PHR or SPHR) a plus
• Proficient in Microsoft Products
• 1-2 years payroll administration experience
• Able to use technology to provide information for making sound business decisions.
• Develops effective relationships with key people both inside and outside the operation business.
• PeopleSoft and Kronos experience preferred.

We offer a competitive salary of $136,500 for this position. Please note that total compensation may vary based on individual skills, experience, and qualifications. We believe in rewarding our employees fairly and encourage candidates to discuss their unique backgrounds during the interview process.

Benefits:

Health Insurance: Comprehensive medical, dental, and vision plans.

Retirement Plan: 401(k) with company match.

Paid Time Off: Vacation, personal days, holidays, sick days, and paternal leave

Additional Perks: Employee stock purchase plan, tuition reimbursement, professional development opportunities, and wellness programs

Not the right fit? Let us know you're interested in a future opportunity by joining our Talent Community on jobs.genpt.com or create an account to set up email alerts as new job postings become available that meet your interest!

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.