People Director, Store Operations

NAPA Auto Parts is seeking an experienced and energetic People Director to join our Midwest division team. This role remote but will over the Midwest. Must be open to travel.
The People Director is a pivotal member of the team, responsible for executing the HR Strategy, Human Resources Managers and Management Teams for NAPA Stores. 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.
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 VP of Stores 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; 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.
HRIS; Integrates supply chain strategies into HR practices with a proven ability to collaborate with cross-functional teams
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.
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 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
Expertise in analysis, critical decision making, project management, and process improvement.
Proficiency in Microsoft Office Suite and Workday
MBA
Supply Chain Management
Embodies the following values: serve, perform, influence, respect, innovate, team.
Delivers results and drives customer success by committing and focusing on outcomes to deliver results and making the customer the center of decisions.
Develops high-performing teams by providing inclusive leadership, attracting and developing world-class talent, providing ongoing feedback, and building trust across the organization.
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.
Must be able to travel to multi sites locations as needed.

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.
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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. GPCs 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.