Job Description
Senior HR Manager – Carquest Canada
SUMMARY
The Sr. Regional Human Resource Manager (Sr. HRM) is a strategic business partner who helps the business unit 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.
The Sr. HRM partners with the leadership team to lead/impact a successful team of Corporate, Field and Supply Chain teams. The Sr. HRM should always be aligned with assisting the business unie in consistently executing Advance’s four key company strategies (Transform DIY, accelerate DIFM, service excellence, and availability) in a way that is consistent with Advance core values.
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 recruiting, staffing, interviewing and assisting with selection of hourly and salaried positions. Partner with District Managers and the CQ generalist/recruiter to concentrate recruiting efforts in needed markets for salaried, DC and store leadership roles. Monitor and analyze turnover and work with business partners to retain quality Team Members.
Selection - Ensure implementation and compliance of Carquest selection processes for all positions. Oversee the recruiting approval, posting and offer stages of all hiring.
Management Development/Training – Assess business needs and partners with the OD/Training Department to develop and implement consistent strategies relating to management level development and the implementation of training best practices.
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 dismissals, 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 business teams in creating and implementing action plans that improve Team Member engagement.
Performance Management - Advise business partners on goal setting, business objectives and the performance check-in process, providing instruction on timelines and processes. Provide guidance to regional leaders on performance evaluations and effective communication/coaching to Team Members.
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 Vice Presidents 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, AODA, privacy policies and revisions to handbooks/manuals and orientation materials. Ensure compliance with all federal, provincial, 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 weekly, monthly and quarterly regional meetings and other communication meetings as needed. Regularly reports Team Member relations issues/activities as well as TM communications/morale issues, trends, needs and/or developments to Sr. Human Resources Director, Carquest Operations Committee and Vice-Presidents of Operations.
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 business leaders and support teams to identify effective ways to recognize Team Members. Design strategies to improve overall morale and engagement while measuring and assessing progress.
Operations Support - Visit Retail and Canadian DC 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.
EDUCATION and/or EXPERIENCE
CERTIFICATES, LICENSES, REGISTRATIONS
CHRL 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.
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