Advance Auto Parts Hiring for Director, Human Resources at Hyderabad, Telangana Full Time

ABOUT ADVANCE AUTO PARTS:
Founded in Roanoke, VA in 1932, Advance Auto Parts is a leading automotive aftermarket retail parts provider that serves both professional installer and do-it-yourself Customers. As of 2021, Advance operated around 4,000 stores and 150 Worldpac branches in the United States, Canada, Puerto Rico, and the U.S. Virgin Islands. The Company also serves 1,250 independently owned CARQUEST branded stores across these locations in addition to Mexico, the Bahamas, Turks, and Caicos and the British Virgin Islands. The company has a workforce of over 70,000 knowledgeable and experienced Team Members who are proud to provide outstanding service to their Customers, Communities, and each other every day.

ABOUT AAP GLOBAL CAPABILITY CENTER:
We are continually innovating and seeking to elevate the Customer experience at each of our stores. For an organization of our size and reach, today, it has become more critical than ever, to identify synergies and build shared capabilities. The AAP Global Capability Center, located in Hyderabad, is a step in this strategic direction that enables us to access a larger talent pool, unlock operational efficiencies and increase levels of collaboration.

Job Description Summary:
Plans, directs, and implements policies for all areas of the human resources function including staffing, compensation, benefits, training, employee relations, safety and compliance. Administers and innovates human resources programs and policies support company goals and positively engage the workforce. Advises leadership on all human resources issues with broad and current subject matter knowledge that includes expertise in federal and state employment laws. Prepares operating budgets for human resources and make recommendations for funding that drives workforce productivity. Typically requires 5+ years of managerial experience. Deep knowledge of the managed sub-function and solid knowledge of the overall departmental function.

Job Description:
The Director HR, Supply chain is responsible for Team Member engagement, Talent Acquisition, Talent Development and productivity within the Global Capability Center, which includes approximately 600 Team Members. The HR Director will act as site leader to HR team members in GCC including HR Business partners, Benefit & Wellness, Compensation and Reporting & Analytics with oversight of a team of 22 team members while working closely with global HR functional leaders. The successful candidate will act as the primary HR business partner to the VP, Managing Director. In addition, this role will consult on corporate-wide initiatives around DEI, Performance and Talent Management, Leadership, Culture and Team Development as defined by the yearly goals and objectives. This role will act as a strategic business partner and HR advocate at multiple levels, assessing human resources requirements, establishing related goals/objectives and initiating both pro-active and reactive measures. The incumbent will have a large role to play in ensuring HR-wide initiatives are consistently executed across multiple business units despite differences in business function.

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

Provide values-based leadership to a team of 18 HR Business Partners and support staff.

Lead talent acquisition strategy to create standards for all jobs, further streamline the recruitment process and to create a positive candidate experience within supply chain. Additionally, work with HR Business Partners and corporate-based Recruiters to fill incremental and backfilled jobs within supply chain network. Determine skills, knowledge, capabilities, and compensation requirements needed to win in local area.

Design, build, execute, and communicate strategies related to the Human Capital in all areas of performance management, talent Management; organizational design, communication and change management.

Execute strategies as designed by centers of expertise for rewards, benefits, training, development, and recognition. Act as primarily liaison in design phase of new offering and as partner to change management.

Specifically:
Talent Acquisition:
Forecast staffing needs: direct work of recruiter and any outside agencies; identify behaviors/skills to assess during interview process; identify the best talent for the team, execute the orientation and on-boarding processes, control and authorize use of Hiring and Moving expenses related to talent acquisition.

Human Capital Management:
Define appropriate process compliance metrics. Define roles, decision rights and allocation of business resources for key cross-functional processes and resources. Identify gaps in Business Performance and guiding metrics. Build strategies with key functional leaders that lead to quick wins and ensure future success.

Onboarding: Ensure that local management is effectively onboarding new team members into their roles so that the team member has a positive experience

Succession Planning: Develop strategy and process to identify the best people and align talent with appropriate roles. Develop plans to ensure best talent is being developed and progressing into leadership positions.

Compensation: Align compensation and bonus programs to overall business goals, ensure relevancy in local markets and tie compensation to strategic roles and business impact.

Performance Management: Develop balanced team member measurement approach aligned with business objectives; align individual performance metrics with business performance metrics; develop feedback and development processes.

Provide leadership and feedback on regular basis to business leaders and managers to ensure they act as strategic business partners and HR advocates.

Provide coaching and development opportunities to staff that allows them to increase their skills and grow professionally.

Organizational Design/Change Management: Partner with leadership to develop and maintain an organizational design structure that provides for appropriate levels of management as well as desired development opportunities.

Lead change management initiatives by creating awareness, understanding, buy-in and ownership for change.

Training and Development: Partner with the training team to Identify skill gaps; align training to strategic business needs; develop curriculum to build competencies; develop metrics to track improvement and business results. Assess business partners’ organization needs and partner with the OD/Training Department to development and implement consistent strategies relating to management and leadership development. Support performance management process to ensure that continuous improvement and implementation of best practices occurs. Assess training needs in order to develop training programs and/or make recommendations to OD/Training Department.

Communication Strategy: Provide information to business partners and team members in a timely and effective manner by creating a strategic communication plan that supports a collaborative and supportive work environment by utilizing tools identified for all levels of the organization.

HR Advocacy: Position HR as the “conscience” of the company by reinforcing the culture and taking a proactive approach to supporting the organization’s goal to inspire, serve and grow.

Team Member Recognition: Work with business partners to identify effective ways to recognize Team Members. Design strategies to improve overall morale while measuring and assessing the level of improvement. Advise leadership on supply chain recognition spending.

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.

Specialized Knowledge Needed: Knowledge of local labor laws, recruiting, interviewing and/or counseling/coaching skills, and strong training/presentation skills.

High level of business/financial acumen required.

Ability to lead as well as champion change.

Excellent verbal and written communication, interpersonal, decision making, development/planning, performance gap analysis and conflict management skills.

Proficiency in Microsoft Office software required,

Ability to travel 10% of time to support work of field locations.

EDUCATION and/or EXPERIENCE:
Bachelor’s degree in HR or related field (Master’s degree preferred)

10-15 years HR experience, with at least 5 years in significant management/leadership role (retail and/or corporate experience preferred); or

Equivalent combination of education and experience.

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