Regional HR Manager

Job Summary:

The Regional Human Resource Manager (HRM) is a strategic business partner who helps the Company achieve its goals andobjectivesby being a Team Member advocate, change leader, and Champion for building engaged teams that consist ofhigh qualityTeam Members. This position manages Team Member Relations, Talent Acquisition, Team Member Development, and Team Member Performance. This roleutilizespositive Team Member relations practices to ensure aunion freeenvironment.

What will you do?

• 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,testingandassistingwithselectionof exempt and non-exempt positions. Partner with Leaders and Area Recruiters toconcentraterecruiting efforts in needed markets. Partner with Talent Acquisition to coordinate and/orparticipatein recruiting events for positions and assessments. Monitor and analyze regional turnover and work with business partners tomaintainquality Team Members.

• Selection- Ensure implementation and compliance of all selection processes for all positions. Work with Area Recruiters tofacilitateposition 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 managementprocessto ensure continuous improvement andthe implementationof best practices. Assess training needs and make recommendations to the OD/Training Department.

• Diversity- Ensure inclusion and an open/equitablework environment for all Team Members related to programs,policiesand procedures. Actively promote diversity in staffing.

• Team Member Relations- Oversee Team Member relations issues and investigations, including corrective action, performancemanagementand succession planning. Oversee the investigation of unfair treatment/discrimination charges, harassment complaints, wrongful terminations, wage/hourissuesand other potential legal matters. Monitor and analyze Team Member retention and other HR metrics and developappropriate actionplans to address identified needs. Assistthe 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 reviewprocessand implement measures such as IDPs and PIPs with line management to move talent base forward.

• 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. Assistin the coordination of updates to handbook, procedures manual and SOPs as needed.

• Organizational Design/Change Management- Partner with regional leaders to develop andmaintainan organizational design structure that providesappropriate levelsof management as well as desired development opportunities. Lead change management initiatives by creating awareness, understanding, buy-inand ownership for change.

• 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 ina timelyand effective manner. Utilize Advance systems to ensure effective andappropriate reportsare available to analyze business needs and act proactively toimpactchange. Participate in regional meetings and other communication meetings as needed. Regularly report Team Member relations issues/activities to Sr. Human Resource Manager and regional leaders. Keep Sr. 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 partnersregardingcompensation and benefit issues. Coach management on salary, bonus, merit and reward recommendations and staffing changes.

• Team Member Recognition- Work with regional leaders and the support team toidentifyeffective 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:

• High levelof business/financial acumenrequired.

• Excellent verbal and written communication, interpersonal, decision making, development/planning, performance gapanalysisand conflict management skills. Proficiencyin Microsoft Office softwarerequired.

• Demonstrated ability to lead, as well as champion change.

• Ability totravelas necessary.

• Knowledge of federal and multi-state employment laws (i.e., EEO, FMLA, ADA, Wage & Hour), with Coloradoexpertisehighly preferred; experience in recruiting, interviewing, and/or counseling/coaching, along withstrong trainingand presentation skills.

Certifications, Experience, and Education:

• Certifications:Nonerequired

• Experience:5+ yearsof strategic HR Business Partner experience and/or training

• Education:Bachelor’s degree in human resources,businessadministration, or similar field of study; or equivalent combination of education and/or experience

Location & Work Availability:

• This position will be located within the territories it will support and will require travel. A minimum of 25% travel is required within the assigned territories and across the US, including overnight travel.

Benefits Summary:

We believe in supporting our Team Members and those they love through comprehensive health & wellness benefits. Learn more here:https://jobs.advanceautoparts.com/us/en/benefits

Company Overview:

Advance Auto Parts, Inc. is a leading automotive aftermarket parts provider that serves both professionalinstallerand do-it-yourself customers. As of January 3, 2026, Advanceoperated4,305 stores primarily within the United States, withadditionallocations in Canada, PuertoRicoand the U.S. Virgin Islands. The Company also served 809 independently owned Carquest branded stores across these locations in addition to Mexico and various Caribbean islands.Additionalinformation about Advance, including employment opportunities, customer services, and online shopping for parts, accessories and other offerings can be found atwww.AdvanceAutoParts.com.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age national origin, religion, sexual orientation, gender identity, status as a veteran and basis of disability or any other federal, state, or local protected class.