Assistant HR Manager (Remote)
Company: Advance Auto Parts
Location: Saint Louis
Posted on: August 7, 2022
Job DescriptionThe team member can sit in any of the posted
areas and will support the field remotely. The Field Assistant HR
Manager is a strategic business partner who helps the Company
achieve its goals and objectives by being a Team Member advocate,
change leader, and Champion for building engaged teams that consist
of high quality Team Members. This position manages Team Member
Relations, Talent Acquisition, Team Member Development, and Team
Member Performance. This role utilizes positive Team Member
relations practices to ensure a union free environment. This team
member will work from their home and travel (15%) to the stores as
necessary. 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. Monitor and analyze regional
turnover and work with business partners to maintain quality Team
- 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
- 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 regional 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 regional 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
- 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 regional
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
- 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 systems to ensure
effective and appropriate reports are available to analyze business
needs and act proactively to impact change. Participate in regional
meetings and other communication meetings as needed. Regularly
report Team Member relations issues/activities to Human Resource
Manager and regional leaders. Keep Human Resource Manager and
regional 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
- Team Member Recognition - Work with regional 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
- 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
- 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. SUPERVISORY
RESPONSIBILITIES None CERTIFICATES, LICENSES, REGISTRATIONS PHR or
SPHR preferred PHYSICAL DEMANDS 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. WORK ENVIRONMENT 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.
Keywords: Advance Auto Parts, St. Louis , Assistant HR Manager (Remote), Executive , Saint Louis, Missouri
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