The Supply Chain Human Resources Manager is responsible for aligning business objectives within the Store Support Center (SSC) and the Distribution Centers (DCs) to the Human Resources (HR) department and SSC support resources. This role serves as a primary consultant to multiple levels of management on HR-related issues and is responsible for the full AutoZoner/employee life cycle with a focus on the Supply Chain functional area at the SSC, including international responsibilities. In addition, the role serves as HR support to our DCs. The HR Manager facilitates and leads initiatives directed at AutoZoner/employee growth and development, engagement, and retention. The role will develop staffing strategies, as needed, to align with the strategic needs of the organization.

As an employee champion and change agent, the role assesses and anticipates HR-related needs and is responsible for organizational effectiveness. Communicating needs proactively within our HR department and Supply Chain, at multiple levels, the HR Manager seeks to develop integrated impactful solutions to support change management. This role will also provide analysis and reporting, encourage positive employee morale, mitigate legal risks, drive organization redesigns and restructures, provide sound HR guidance, and drive HR policies and compliance. Advises leadership and staff members on all matters related to developing strategic and tactical plans to align HR with internal and external business goals and industry standards. Consults with and advises multi-level managers to ensure all qualitative measures of people management are met.

• Provides strategic and tactical planning, development, evaluation, compliance, and coordination of the HR functions for Supply Chain
• Ensures prompt and professional response to all requests for employee relations guidance/assistance. Provides interactive guidance. Creates strategy to manage and resolves complex employee relations issues. Conducts effective, thorough and objective investigations for SSC AutoZoners and designs process improvement plans/corrective action plans to document and course correct job performance
• Serve as the primary point of contact for legal counsel regarding HR related matters
• Provides guidance and input on business unit restructures, workforce planning, and succession planning for the SSC and partners with the business to create action planning accordingly
• Identifies training needs for business units and individual executive coaching
• Participates in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met
• Provides day-to-day performance management guidance to department management (e.g., coaching, counseling, career development, disciplinary actions)
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Develop clear/concise/timely communications to drive HR compliance, bring awareness to change management, and solicit feedback needed for process improvement
• Participates in policy and decision-making at the executive management level regarding proposed programs addressing HR needs
• Partner with and advise leadership on people-related strategy and decisions including compensation, talent acquisition and development, performance management, learning and development, organizational health, design employee relations efforts and cost of the workforce to help proactively forecast and manage trends.
• Assist with implementation of change management actions from all organizational restructuring activities
• Key contributor in managing internal projects from initiation thorough completion
• Assist with selection and onboarding, including managing director and above onboarding process, process management, communications and tracking
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Generates and analyzes trends and key metrics to impact organizational outcomes, identify problems and evaluate trends to develop solutions, process improvement, programs and policies
• Ensure prompt and professional follow-through on al matters related to benefits, payroll, and regulatory compliance (EEOA, ADA, FMLA, COBRA, Workers9 Compensation Act, NLRA, applicable state labor laws, etc.)
• This position has no direct supervisory responsibilities.

Education and/or Experience

REQUIRED:

• Bachelor's degree and relevant industry experience
• Minimum of 8 to 10 years' experience resolving complex employee relations issues
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws
• Excellent writing and presentation skills required.
• Experience in drafting organizational communications is a plus
• Experience in analyzing data, forecasting trends, and providing solutions
• Proficiency in MS Office programs (e.g., Excel, Word, PowerPoint)
• Some travel is required

PREFERRED:

• Master9s degree

Certifcates, Licenses, and Registrations

PREFERRED:

• PHR, SPHR, SHRM-CP, SHRM-SCP Preferred