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District Manager - District 2923 in Kokomo, IN at Advance Auto Parts. The employee is also occasionally exposed to moving mechanical parts; high, precarious places; toxic or caustic chemicals; risk of electrical shock; explosives; and vibration.
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General Manager I (Store 1946) in Kansas City, MO at Advance Auto Parts. The role requires understanding of store systems, automotive systems, parts knowledge and has the ability to identify, troubleshoot and project assist for DIY. Responsible for developing and maintaining Professional Customer relationships and program growth.
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At Advance Auto Parts we have a passion for YES. Each day we are motivated by a passion to help our Customers. With over 5,100 stores in the United States, Canada, Puerto Rico and Virgin Islands, we are a leading automotive aftermarket parts provider.
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We have a commitment to advance the lives of our fellow Team Members, Customers, and the Communities where we live and work. Ability to execute and train POS and Parts lookup systems. Advanced parts lookup and sourcing.
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We are looking for a tenacious candidate with experience writing collision estimates and looking to expand their estimating and repair knowledge so as to advance into management. Monitoring parts ordering and mirror matching replaced parts.
$40,000 - $85,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Ability to locate and stock parts. Provide DIY service including battery installation, testing, wiper install, etc. Ability to execute and train all store operational processes and procedures, and testing and diagnostic equipment for DIY services.
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Assitant General Manager in Logan, UT at Advance Auto Parts. Parts and automotive system knowledge skills. Manage DIY services including battery installation, testing, wiper installs, etc.
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Advance Auto Parts. Coach all Team Members to deliver on Customer expectations (DIY and Professional) Advance Auto Parts. Speak and write English (Spanish a plus); communicate effectively and build strong relationships with Customers, peers and upper management.
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Store Driver in Ottawa, KS at Advance Auto Parts. Entry level store position capable of supporting delivery of parts to commercial customers. The role has the responsibility to deliver parts to our commercial customers and assist with task and inventory processes in the store.
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Store Driver in Longmont, CO at Advance Auto Parts. Read and interpret documents such as safety rules, operating and maintenance instructions, parts catalogs, and procedure manuals.
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You will be using the following programs/apps: All DATA, AutoZone, O'Reilly, Advance Auto Parts, and NAPA, Etc. Road-test vehicles (before/after) to ensure all work it completed up to standard.
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Floating General Manager - District 2128 in South Plainfield, NJ at Advance Auto Parts. The role requires understanding of store systems, automotive systems, parts knowledge and has the ability to identify, trouble shoot and project assist for DIY. Responsible for developing and maintaining commercial customer relationships and program growth.
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Store Driver in Owensboro, KY at Advance Auto Parts. Pick and stage parts for customer orders. Automotive parts experience is preferred. Safely deliver parts to customers as needed.
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Bachelor degree required; and seven to ten years of related senior leadership experience in Supply Chain/Distribution Management; or equivalent combination of education and experience. Strong knowledge of best practices for inventory control, fleet and driver management, loss prevention, quality control, productivity management, and human resource policies and procedures.
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Store driver in Little Rock, AR at Advance Auto Parts. store driver in Little Rock, AR at Advance Auto Parts. Ability to work an assortment of days, evenings, and weekends as needed.
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The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually workÂ
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.Â