Head of People & Talent

Description

Principle Automotive
Head of People & Talent

The Head of People & Talent serves as the senior leader responsible for the company's overall people strategy, culture, and organizational effectiveness. This role partners directly with the Executive Leadership Team to align talent, leadership, and operational people practices with the long-term vision and growth of the company. The Head of People & Talent oversees all areas of Human Resources, Talent Acquisition, Learning & Development, associate experience, and leadership development while ensuring the organization remains values-centered, performance-driven, and people-focused.

This position is responsible for building scalable people systems that strengthen leadership capability, reinforce accountability, and create a culture where associates can grow and thrive. A core focus of this role is developing strong internal leadership pipelines, elevating organizational capability, and ensuring leaders across the company are equipped to effectively lead, coach, and develop their teams.
Who We Are
Our Purpose:

Helping people move through life in a meaningful way.
Our Niche:

Providing exceptional service as a trusted and caring friend.

Simply put, we desire to change the automotive industry. We are in the business of building relationships and we want to ensure that we are there for our guests throughout their journey. We do this by hiring the Greatest People who foster our unique culture of giving exceptional care for our guests. We are DRIVEN by our Values.
DRIVEN by our Values
Dedicated

Dedicated to customer satisfaction and your growth. Our customers are at the heart of everything we do, and we are equally committed to your success by providing opportunities for learning and advancement.
Results Oriented

Results-Oriented in everything we do. We do not just aim for success, we achieve it, recognizing and celebrating the real impact of your contributions.
Innovative

Innovative in solutions and services, embracing new ideas, technology, and continuous improvement to keep us ahead while fostering an environment that encourages fresh perspectives and forward-thinking solutions.
Values Centered

Values-Centered in our approach. Integrity, ethics, and principles guide every decision, creating a culture of trust, respect, and inclusion where associates feel valued.
Enthusiastic

Enthusiastic in delivering excellence, bringing passion, joy, and commitment to every experience while ensuring work is meaningful, fulfilling, and contributes to our collective success.
Nurturing

Nurturing long-term relationships and careers because success is about building for the future. We invest in our Customers, OEM Partners, Vendors, Communities, and Associates, helping people grow beyond just a job into a lasting career.
What You'll Do
Strategic Leadership and Organizational Development

• Lead the overall People & Talent strategy for the organization
• Partner with executive leadership to align people initiatives with business objectives
• Advise senior leaders on organizational structure, workforce planning, succession, and leadership effectiveness
• Drive initiatives that strengthen organizational health, engagement, accountability, and performance
• Serve as a steward of company culture and leadership expectations

Talent Acquisition and Workforce Planning

• Oversee enterprise recruiting strategy and hiring processes across all departments
• Ensure effective workforce planning and headcount alignment with operational goals
• Develop scalable recruiting systems, sourcing strategies, and talent pipelines
• Strengthen internal mobility and long-term succession planning efforts
• Monitor staffing trends and identify opportunities to improve hiring effectiveness and retention

Leadership Development and Succession Planning

• Lead the company's leadership development and Individual Development Plan processes
• Build programs and systems that develop future leaders and strengthen bench depth
• Partner with leaders to assess readiness, growth opportunities, and succession needs
• Create consistent leadership standards and development expectations across the organization
• Reinforce a coaching and development-focused leadership culture

Human Resources Operations and Compliance

• Oversee all core Human Resources functions including employee relations, compliance, benefits, and leave administration
• Ensure compliance with federal, state, and local employment laws and company policies
• Provide strategic guidance on complex employee relations matters, investigations, and organizational risk
• Lead the evaluation and improvement of HR systems, workflows, and operational processes
• Ensure consistent documentation, reporting, and process accountability across the company

Compensation, Benefits, and Compliance Strategy

• Lead the company's compensation philosophy and total rewards strategy to ensure alignment with organizational goals, performance expectations, and market competitiveness
• Oversee compensation structures, market benchmarking, pay practices, and internal equity initiatives across the organization
• Partner with executive leadership, brokers, and external vendors on benefits strategy, negotiations, renewals, and long-term healthcare planning
• Ensure compliance with ERISA requirements, Form 5500 filings, benefits regulations, and all applicable federal and state employment laws
• Provide strategic oversight of department compliance, policy administration, and organizational risk management practices
• Evaluate and improve total rewards programs to support associate retention, engagement, and long-term organizational sustainability

Learning, Culture, and Associate Experience

• Oversee learning and development initiatives that support associate growth and operational excellence
• Strengthen onboarding, leadership onboarding, and associate integration processes
• Partner with leaders to improve associate engagement, retention, and communication
• Reinforce company values through leadership behavior, recognition, accountability, and development
• Champion initiatives that support a strong, healthy, and high-performing workplace culture

Data, Metrics, and Business Insights

• Use workforce data and analytics to identify trends and support business decisions
• Develop scorecards and reporting that provide visibility into retention, hiring, development, and organizational performance
• Identify opportunities for operational improvement through data-driven insights
• Ensure leaders have clear visibility into talent health and organizational needs

What Success Looks Like

Success in this role is reflected in the overall strength, consistency, and effectiveness of leadership and people practices across the organization. Leaders are equipped to make high-quality hiring, development, and accountability decisions that align with company values and long-term business objectives. The organization develops strong internal talent pipelines, creating clear pathways for growth and leadership readiness across departments.

People systems and processes are scalable, efficient, and consistently executed throughout the company. Turnover trends, engagement concerns, and organizational challenges are proactively identified and addressed through thoughtful action and leadership partnership. Associates understand expectations, feel supported in their development, and experience a culture that reinforces accountability, care, and opportunity.

The Head of People & Talent plays a critical role in ensuring the company remains a place where high-performing people can grow, lead, and build meaningful long-term careers.

Requirements

Experience and Background

• 10+ years of progressive leadership experience in Human Resources, Talent, or People Operations
• Experience leading People functions across multi-location or operationally complex organizations preferred
• Demonstrated experience partnering with executive leadership on organizational strategy, workforce planning, leadership effectiveness, and culture initiatives
• Proven experience leading talent acquisition, employee relations, performance management, and organizational development functions
• Experience building and driving succession planning and leadership development strategies across multiple levels of the organization
• Strong understanding of employment law, organizational risk management, and HR operational best practices
• Experience leading organizational change, process improvement, and scalable people initiatives in a growing business environment

Leadership and Business Acumen

• Executive-level judgment and decision-making ability in complex people and business situations
• Ability to serve as a trusted advisor to executive leadership, General Managers, and senior operational leaders
• Demonstrated ability to balance associate experience, leadership accountability, and business performance
• Strong leadership presence with the ability to influence organizational direction and drive alignment across teams
• Comfortable challenging leaders, reinforcing standards, and holding teams accountable to company expectations
• Ability to think strategically while remaining operationally effective and execution-focused

Systems and Process Capability

• Experience working with HRIS systems such as UKG or similar enterprise platforms
• Strong ability to analyze workforce data and translate insights into actionable business recommendations
• Experience designing, improving, and scaling HR processes, workflows, and operational systems
• Ability to build structure and accountability around talent, development, and organizational processes
• Experience using metrics and reporting to improve retention, hiring effectiveness, engagement, and organizational performance

Communication and Influence

• Clear, confident, and direct communication style with the ability to influence and coach at all levels of the organization
• Ability to navigate sensitive and difficult conversations with professionalism, consistency, and sound judgment
• Strong executive presence with the ability to communicate effectively in both strategic and operational settings
• Strong organizational and prioritization skills with the ability to manage multiple high-level initiatives simultaneously
• Ability to build trust and credibility across departments and leadership teams

Education and Credentials

• Bachelor's degree in Human Resources, Business, Organizational Leadership, or related field preferred
• Advanced HR certifications such as SHRM-SCP, SPHR, or equivalent preferred but not required
• Continuing education or professional development in leadership, organizational development, or talent strategy preferred