Market Human Resources Director

The Market HR Director operates across a high-complexity market environment. This role functions as a senior strategic advisor to the Market President, Market Team, and General Managers and is expected to shape talent and organizational health decisions — not just respond to them. The Director diagnoses systemic workforce challenges, brings a disciplined point of view to senior business conversations, and manages the full market HR portfolio with the sophistication and business credibility expected of a senior HR Business Partner.Job Location: Columbus, GA 31909United States of AmericaJob DescriptionESSENTIAL DUTIES Talent SelectionOwn the talent selection standard for the market — the Market President looks to the Director to define what a disciplined hiring process looks like and hold itLead GM-level interview processes in close partnership with the Market President; provide a structured, evidence-based talent assessment with a clear recommendationConduct market-wide staffing reviews on a regular cadence; anticipate critical role vacancies 60–90 days before they become crisesAnalyze early turnover patterns across the full market portfolio — distinguish root causes at the hiring, onboarding, and leader effectiveness levels and route corrective action accordinglyServe as the strategic partner to the Talent Acquisition COE on market-level workforce planning; bring demand forecasts, brand-level talent trends, and local market intelligenceIdentify systemic gaps in GM and Department Manager pipeline depth and bring a recommendation to the Market President and VP, Human ResourcesTalent DevelopmentMaintain a sophisticated, current talent map of every GM and key Department Manager in the market — strengths, gaps, development needs, succession readiness, and flight riskOperate with a coaching-first philosophy at all times: build GM and leader capability, do not substitute for itDrive the internal succession agenda with discipline — present succession bench depth to the Market President quarterly and close identified gaps through COE partnershipLead and facilitate quarterly talent calibration reviews with the Market President and VP, Human Resources; own the narrative, the data, and the recommended actionsPartner with the Talent Development COE to co-design market-specific capability solutions — bring field intelligence the COE cannot see from the centerIdentify high-potential associates across the market, advocate for their development, and track progress against development commitmentsListening StrategyOwn the organizational health narrative for the market — synthesize listening data, ER case patterns, turnover, and business performance into an integrated market health assessmentArrive at every listening debrief with the Market President prepared with an interpretive point of view, a root cause hypothesis, and a recommended response — not a data summaryCoach GMs to own their team's listening response; the Director's role is to equip and hold accountable, not to step inIdentify cross-store patterns and systemic themes; escalate market-level organizational health risks to the VP, Human Resources with a recommendation and a sense of urgencyServe as the market-level point of contact for the ER Team on case trends; surface emerging systemic ER risk proactively before it is visible in formal reportingBusiness PerformanceOperate as a genuine strategic partner to the Market President — attend P&L reviews, understand the business deeply, and bring an independent people-strategy perspective to every business conversationConnect market-level workforce data to financial outcomes with specificity: identify which people trends are costing the market the most and prioritize accordinglyRedirect the Market President's focus when people decisions are being driven by urgency rather than strategy; push back with data, offer alternatives, and hold the HR perspective without deferringDevelop and present the market's Organizational Health Score and people analytics to senior leadership on a regular cadenceFrame all HR work — across all four pillars — in the language of business outcomes; every recommendation connects to a market or store-level resultEMPLOYEE RELATIONS SCOPEAll HRBPs handle Green-tier ER cases independently and may handle lower-acuity Yellow-tier cases with appropriate judgment. Higher-acuity Yellow, Orange, and Red-tier cases are escalated to and managed by the centralized ER Team, with the HRBP serving as the market-level partner — providing context, maintaining associate relationships, and ensuring continuity throughout the investigation process. HRBPs do not conduct formal investigations on elevated-tier matters; they are the bridge between the associate, the store, and the ER Team.QUALIFICATIONSBachelor's degree in Human Resources, Business Administration, or a related field required6–9 years of progressive HR experience with meaningful business partner exposure at the market or regional levelPHR or SHRM-CP required; SPHR or SHRM-SCP strongly preferredWorkday or comparable HRIS proficiency required; experience with HR reporting tools or dashboards preferredSolid command of multi-state employment law; comfortable advising leaders on workforce risk without Legal presentRetail, automotive, or high-volume multi-site experience a plusCORE COMPETENCIESBusiness Acumen — Fluently connects workforce strategy to market P&L performance; is a credible voice in business reviews and brings an independent point of view to the Market PresidentCoaching Over Doing — Models and enforces the coaching-over-doing standard across the market; pushes back when leaders look to HR to do the work that belongs to themDiagnostic Thinking — Synthesizes signals across multiple data streams — listening data, ER trends, turnover, performance — into a coherent market health narrative with a specific point of viewCOE Partnership — Leverages Talent Development, Talent Acquisition, HR Operations, and Total Rewards as expert partners; routes work to the right COE rather than working around themExecution & Follow-Through — Manages a high-complexity, high-volume portfolio without dropping detail; builds systems to stay ahead of the work rather than reacting to itIntegrity & Discretion — Handles sensitive associate information with unwavering confidentiality; never compromises associate trust or the integrity of the HR function