Human Resources Manager

Job Description

Job Summary

Reporting to the Director of Human Resources or the Senior HR Operations Manager, the Human Resources Manager is a hands-on HR leader and trusted partner to operations leadership across assigned locations. This role leads workplace investigations, designs and facilitates training, coaches managers through people issues, and plays a central role in reducing team member turnover. The HR Manager brings Empire’s People First philosophy to life by building strong, capable managers and a workplace where team members want to stay and grow.

Supervisory Responsibilities

None. This role has no direct reports and leads through influence, coaching General Managers, location leaders, and Job Instruction (JI) trainers on people matters.

Duties/Responsibilities

People First & Employee Relations

•   Serves as the primary HR partner to General Managers and location leaders, providing guidance on policy, performance management, and team member concerns.

•   Coaches managers through progressive discipline, ensuring actions are fair, consistent, well documented, and aligned with Empire policy.

•   Builds trust with team members through regular location visits, open-door conversations, and visible support.

•   Plan, coordinate, and manage employee engagement and recognition initiatives that strengthen workplace culture, enhance employee morale, and support employee retention.

Workplace Investigations

•   Conducts prompt, thorough, and impartial investigations into complaints of harassment, discrimination, retaliation, misconduct, and policy violations.

•   Interviews complainants, respondents, and witnesses; gathers and evaluates evidence; and documents findings in clear written reports.

•   Recommends corrective action and follows through to resolution, partnering with leadership and legal counsel as needed.

•   Identifies trends from investigations and employee relations matters and recommends preventive action.

Training & Development

•   Designs and facilitates training for team members and leaders, including onboarding, manager development, harassment prevention, and policy training.

•   Delivers manager capability development programs that build skills in coaching, communication, performance management, and accountability.

•   Partners with JI trainers to ensure new team members are trained consistently and effectively.

•   Measures training effectiveness and adjusts content based on results and feedback.

Retention & Turnover Reduction

•   Plays a key role in executing Empire’s team member retention strategy, including the First 90 Days onboarding program and stay interviews.

•   Tracks and analyzes turnover, early-tenure attrition, and exit data by location; identifies root causes and leads targeted action plans.

•   Uses flight risk assessments to identify at-risk team members and partners with managers on proactive retention actions.

•   Holds location leaders accountable for retention results and recognizes managers who build stable, engaged teams.

Talent Acquisition & Workforce Planning

•   Partners with leadership on staffing plans, hiring, and selection for assigned locations.

•   Ensures a consistent, positive candidate and new-hire experience that sets team members up for success.

Compliance & HR Operations

•   Ensures compliance with federal, state, and local employment laws across a multi-state footprint.

•   Maintains accurate team member records and HR documentation; uses HRIS data to inform decisions.

•   Supports performance review cycles, compensation administration, and company-wide HR initiatives.

Key Performance Measures

•   Turnover and 90-day retention for assigned locations, measured on a 12-month moving average.

•   Timeliness and quality of investigations and employee relations resolutions.

•   Training completion and manager capability results.

•   Manager and team member feedback on HR partnership.

Required Skills/Abilities

•   Bachelor's degree in Human Resources, Business, or related field, or equivalent combination of education and experience.

•   5+ years of progressive HR experience, including employee relations and multi-site support.

•   Strong leadership skills, with a proven ability to influence, coach, and hold managers accountable without direct authority.

•   Demonstrated experience conducting workplace investigations from intake through written findings.

•   Experience designing and facilitating training for frontline team members and leaders.

•   Track record of reducing turnover or improving retention through data-driven initiatives.

•   Strong knowledge of federal and state employment laws.

•   Proficiency with HRIS systems and Microsoft Office, particularly Excel and PowerPoint.

•   Valid driver's license and ability to travel to locations.

Preferred

•   SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

•   Experience in distribution, logistics, warehouse, or automotive environments with an hourly workforce.

•   Workplace investigations certification or formal training.

•   Bilingual English/Spanish.

Personal/Professional Attributes

•   Confident leader who earns credibility with frontline team members and senior leaders alike.

•   Fair, objective, and discreet; handles sensitive matters with integrity and confidentiality.

•   Engaging facilitator who makes training practical, relevant, and memorable.

•   Analytical and results-driven; uses data to identify problems and measure impact.

•   Direct, respectful communicator who is comfortable having difficult conversations.

•   Embodies Empire’s values of Excellence, Teamwork, Dependability, Integrity, Trust, and Respect.

Travel Requirements

Up to 40%, primarily regional travel by car to locations for investigations, training, and manager support, with occasional overnight stays.

Commitment to Diversity

Empire Auto Parts is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.