HR Manager Distribution Centers (Remote)

at  Advance Stores Company Inc 500

SUMMARY

Designs, plans, and implements human resources programs and policies for staffing, compensation, benefits, immigration, employee relations, training, and health and safety. Ensures human resources strategies align with organizational business goals. Evaluates human resources processes and strategies to determine improvements to be made and reports findings to top management. Requires a bachelor’s degree. Typically reports to Director of Human Resources. Manages 1-2 subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Typically requires 5 years’ experience in the related area as an individual contributor. 1 to 3 years supervisory experience may be required.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

• HR Advocacy - Position HR as the conscience of the company by reinforcing the culture and taking a proactive approach to supporting and promoting the Advance values and our Code of Ethics.
• Recruiting/Staffing - Oversee/coordinate recruiting, staffing, interviewing, testing and assisting with selection of exempt and non-exempt positions. Partner with Leaders and Area Recruiters to concentrate recruiting efforts in needed markets. Partner with Talent Acquisition to coordinate and/or participate in recruiting events for positions and assessments
• Selection - Ensure implementation and compliance of all selection processes for all positions. Work with Area Recruiters to facilitate position requisition and job posting processes for all field level positions as needed. Facilitate the regional relocation program. Monitor and coordinate onboarding processes.
• Management Development/Training - Assess regional needs and partners with the OD/Training Department to develop and implement consistent strategies relating to management level development. Support performance management process to ensure continuous improvement and the implementation of best practices. Assess training needs and make recommendations to the OD/Training Department.
• Diversity - Ensure inclusion and an open/equitable work environment for all Team Members related to programs, policies and procedures. Actively promote diversity in staffing.
• Team Member Relations - Oversee Team Member relations issues and investigations, including corrective action, performance management and succession planning. Oversee the investigation of unfair treatment/discrimination charges, harassment complaints, wrongful terminations, wage/hour issues and other potential legal matters. Monitor and analyze Team Member retention and other HR metrics and develop appropriate action plans to address identified needs. Assist the DC leadership team in creating and implementing action plans that improve Team Member engagement.
• Performance Management - Advise business partners on goal setting and the performance review process, providing instruction on timelines and processes. Provide guidance to leaders on performance evaluations and effective communication/coaching to Team Members. Manage talent review process and implement measures such as IDPs and PIPs with line management to move talent base forward.
• HR Policy/Strategy - Partner in the development and implementation of HR policies and procedures, including the creation and delivery of training/communication programs as needed. Assist in the coordination of updates to handbook, procedures manual and SOPs as needed.
• Organizational Design/Change Management - Partner with leaders to develop and maintain an organizational design structure that provides appropriate levels of management as well as desired development opportunities. Lead change management initiatives by creating awareness, understanding, buy-in and ownership for change.
• Compliance - Ensure implementation and monitor compliance of existing company policies and programs such as postings, orientation, retention, exit interviews, substance abuse testing and revisions to handbooks/manuals and orientation materials. Ensure compliance with all federal, state, and local laws, as well as all Company policies and procedures.
• Communication - Provide information to business partners in a timely and effective manner. Utilize Advance and WP systems to ensure effective and appropriate reports are available to analyze business needs and act proactively to impact change. Participate in meetings and other communication meetings as needed. Regularly report Team Member relations issues/activities to Director, Human Resources and supply chain leaders. Keep Director, Human Resources and SC leaders apprised of relevant Team Member communications/morale issues, trends, needs and/or developments
• Compensation & Benefits - Act as a resource to business partners regarding compensation and benefit issues. Coach management on salary, bonus, merit and reward recommendations and staffing changes.
• Team Member Recognition - Work with leaders and the support team to identify effective ways to recognize Team Members. Design strategies to improve overall morale and engagement while measuring and assessing progress.
• Operations Support - Visit locations on a regular basis to stay current on Team Member issues, success of initiatives, and to keep familiar with Operational processes and procedures.

QUALIFICATIONS

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, ADA, Wage & Hour), recruiting, interviewing and/or counseling/coaching skills, and strong training/presentation skills.
• High level of business/financial acumen required.
• Excellent verbal and written communication, interpersonal, decision making, development/planning, performance gap analysis and conflict management skills. Proficiency in Microsoft Office software required.
• Demonstrated ability to lead, as well as champion change.
• Ability to travel as necessary.

EDUCATION AND/OR EXPERIENCE

• Bachelor Degree from four-year college or university; and 5+ years HR or related experience, or
• Equivalent combination of education and experience.
• Distribution Center experience preferred.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

• HR Advocacy - Position HR as the conscience of the company by reinforcing the culture and taking a proactive approach to supporting and promoting the Advance values and our Code of Ethics.
• Recruiting/Staffing - Oversee/coordinate recruiting, staffing, interviewing, testing and assisting with selection of exempt and non-exempt positions. Partner with Leaders and Area Recruiters to concentrate recruiting efforts in needed markets. Partner with Talent Acquisition to coordinate and/or participate in recruiting events for positions and assessments
• Selection - Ensure implementation and compliance of all selection processes for all positions. Work with Area Recruiters to facilitate position requisition and job posting processes for all field level positions as needed. Facilitate the regional relocation program. Monitor and coordinate onboarding processes.
• Management Development/Training - Assess regional needs and partners with the OD/Training Department to develop and implement consistent strategies relating to management level development. Support performance management process to ensure continuous improvement and the implementation of best practices. Assess training needs and make recommendations to the OD/Training Department.
• Diversity - Ensure inclusion and an open/equitable work environment for all Team Members related to programs, policies and procedures. Actively promote diversity in staffing.
• Team Member Relations - Oversee Team Member relations issues and investigations, including corrective action, performance management and succession planning. Oversee the investigation of unfair treatment/discrimination charges, harassment complaints, wrongful terminations, wage/hour issues and other potential legal matters. Monitor and analyze Team Member retention and other HR metrics and develop appropriate action plans to address identified needs. Assist the DC leadership team in creating and implementing action plans that improve Team Member engagement.
• Performance Management - Advise business partners on goal setting and the performance review process, providing instruction on timelines and processes. Provide guidance to leaders on performance evaluations and effective communication/coaching to Team Members. Manage talent review process and implement measures such as IDPs and PIPs with line management to move talent base forward.
• HR Policy/Strategy - Partner in the development and implementation of HR policies and procedures, including the creation and delivery of training/communication programs as needed. Assist in the coordination of updates to handbook, procedures manual and SOPs as needed.
• Organizational Design/Change Management - Partner with leaders to develop and maintain an organizational design structure that provides appropriate levels of management as well as desired development opportunities. Lead change management initiatives by creating awareness, understanding, buy-in and ownership for change.
• Compliance - Ensure implementation and monitor compliance of existing company policies and programs such as postings, orientation, retention, exit interviews, substance abuse testing and revisions to handbooks/manuals and orientation materials. Ensure compliance with all federal, state, and local laws, as well as all Company policies and procedures.
• Communication - Provide information to business partners in a timely and effective manner. Utilize Advance and WP systems to ensure effective and appropriate reports are available to analyze business needs and act proactively to impact change. Participate in meetings and other communication meetings as needed. Regularly report Team Member relations issues/activities to Director, Human Resources and supply chain leaders. Keep Director, Human Resources and SC leaders apprised of relevant Team Member communications/morale issues, trends, needs and/or developments
• Compensation & Benefits - Act as a resource to business partners regarding compensation and benefit issues. Coach management on salary, bonus, merit and reward recommendations and staffing changes.
• Team Member Recognition - Work with leaders and the support team to identify effective ways to recognize Team Members. Design strategies to improve overall morale and engagement while measuring and assessing progress.
• Operations Support - Visit locations on a regular basis to stay current on Team Member issues, success of initiatives, and to keep familiar with Operational processes and procedures

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, ADA, Wage & Hour), recruiting, interviewing and/or counseling/coaching skills, and strong training/presentation skills.
• High level of business/financial acumen required.
• Excellent verbal and written communication, interpersonal, decision making, development/planning, performance gap analysis and conflict management skills. Proficiency in Microsoft Office software required.
• Demonstrated ability to lead, as well as champion change.
• Ability to travel as necessary