Job Description
The
Vice President of Field Human Resources is a strategic, enterprise-level HR executive responsible for building, leading, and optimizing a high‑performing Field HR organization that supports 4,000+ retail automotive stores across the United States. This role ensures that HR strategy, people programs, and workforce initiatives directly enable operational excellence, talent optimization, and a world-class team member experience.
The VP of Field HR partners closely with Operations leadership to align HR strategies with business priorities, shape workforce culture, and support a distributed workforce at significant scale.
Key Responsibilities
Strategic Leadership
- Develop and execute the Field HR strategy aligned to enterprise goals, retail operations priorities, and organizational culture.
- Serve as a trusted advisor to senior leaders, providing thought leadership in the areas of field workforce strategy, talent planning, retention, engagement, and organizational effectiveness.
- Lead the transformation and modernization of HR processes, systems, and capabilities to support a rapidly scaling retail automotive environment.
Field HR Team Leadership & Development
- Lead, inspire, and develop a team of 30+ HR Managers and regional HR professionals supporting 4,000+ store locations.
- Build a strong leadership bench within the Field HR team through coaching, capability-building, and succession planning.
- Create a culture of accountability, continuous improvement, and cross-functional collaboration.
Workforce & Talent Strategy
- Oversee strategic workforce planning to ensure the right talent is available at the right time to meet operational demands in a large, distributed retail environment.
- Partner with Talent Acquisition, Learning & Development, and Total Rewards to strengthen recruitment, onboarding, leadership development, and career-pathing programs for hourly and management roles.
- Drive initiatives that reduce turnover, improve store staffing stability, and elevate the overall employee experience.
Employee Relations & Compliance
- Provide executive oversight of complex employee relations issues, workplace investigations, and regulatory compliance across all states in which the company operates.
- Ensure consistency of HR policies, employee relations practices, and disciplinary processes across all stores.
- Collaborate with Legal to mitigate risk and strengthen compliance frameworks in a heavily regulated retail automotive environment.
Culture, Engagement & Change Management
- Champion programs to reinforce a high-performing, inclusive culture across a geographically diverse workforce.
- Lead organizational change initiatives related to operational transformation, culture evolution, and strategic business shifts.
- Utilize data-driven insights to identify opportunities to enhance engagement, recognition, and team member retention.
Operational Partnership
- Serve as a senior HR partner to Regional Vice Presidents, District Managers, General Managers and other field operations leaders.
- Attend field leadership meetings and conduct regular store visits to assess HR and operational alignment.
- Influence business decisions by providing actionable insights on people trends, workforce risks, and organizational needs.
Required Qualifications
- 15+ years of progressive HR leadership experience, with at least 7 years in field-based or multi-unit HR roles supporting large, distributed retail or service operations.
- Demonstrated success leading HR teams supporting 30,000+ employees; preference for experience in retail automotive, specialty retail, consumer services, or franchise environments.
- Strong expertise in employee relations, workforce planning, talent management, organizational design, and HR operations.
- Proven ability to influence senior leaders and drive enterprise-level change in a matrixed environment.
- Exceptional communication, executive presence, and relationship-building skills.
Preferred Qualifications
- Experience supporting rapid-growth or turnaround retail environments.
- Background navigating multi-state labor laws, wage-and-hour regulations, and compliance frameworks.
- Bachelor’s degree required; Master’s degree or HR certifications (SPHR/SHRM-SCP) strongly preferred.
Key Competencies
- Strategic Thinking & Business Acumen
- Leadership & Team Development
- Influencing & Executive Communication
- Change Leadership
- Data-Driven Decision-Making
- Problem Solving & Conflict Resolution
- Customer-Centric Mindset
- Agility & Transformational Leadership
Success Measures (KPIs)
- Improved retention and reduction of store-level turnover
- Effective staffing levels across all stores
- Improved employee relations outcomes and reduced risk incidents
- Strong engagement and culture metrics
- Increased bench strength and internal promotion rates
- High-quality partnership and satisfaction from field operations leaders
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