People Director, Store Operations

Job Description 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. Responsibilities 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; employee referrals; 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. Partners with Payroll; HRIS; Compensation and Benefits functions as needed to provide solutions for clients. Integrates supply chain strategies into HR practices with a proven ability to collaborate with cross-functional teams Partners with Sr. 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 d…

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