[Hiring] Regional HR Director @Advance Auto Parts

Role Description

The Director, HR Business Partner serves as the senior HR advisor to the Regional Vice President and regional leadership team, translating business priorities into an actionable people strategy across 600+ stores. As a member of the regional leadership team, this role uses workforce insights and business acumen to strengthen leadership capability, build talent pipelines, improve organizational effectiveness, and support regional performance.

The Director leads a team of HR Business Partners and is accountable for consistent, high-quality HR partnership across the region. Working across HR Centers of Excellence, Employee Relations, and Legal, this role anticipates workforce needs and risks, delivers integrated talent solutions, and leads organizational change aligned with regional and enterprise priorities.

What will you do?

• Strategic Business Partnership
  • Partner across HR Centers of Excellence to integrate talent acquisition, organizational development, compensation, benefits, and employee relations solutions into a cohesive regional people strategy.
  • Maintain a strong understanding of field operations through regular store and market visits, using firsthand insights to shape regional people strategies and enterprise HR decisions or program design.
  • Use workforce data (case trends, turnover, staffing, engagement, labor spend) to diagnose region-level issues, influence decisions, and develop proactive plans that strengthen leadership practices and team member experience.
  • Partner with Employee Relations and Legal to identify and proactively address workforce risks, recurring employee relations trends, and compliance concerns across the region.
  • Ensure leaders consistently apply company policies, performance expectations, and talent practices while balancing business needs, team member experience, and organizational risk.
• Talent, Organization & Culture
  • Own regional talent and succession planning, identifying critical roles, talent risks, bench gaps, and development actions that strengthen leadership capability and internal mobility.
  • Partner with Organizational Development and Training to build targeted development strategies that address regional capability needs.
  • Partner with Talent Acquisition to establish workforce and staffing priorities, leadership selection standards, and talent-pipeline strategies.
  • Lead organizational design and change initiatives that align structure, roles, talent, and labor models with current and future business needs.
  • Own the regional engagement and retention strategy, using employee feedback and workforce insights to address the underlying drivers of turnover and performance.
  • Champion an inclusive, high-accountability culture and consistent team member experience across all districts.
• Team Leadership & Execution
  • Lead, develop, and hold accountable a team of HR Business Partners, establishing clear priorities, consistent service expectations, and measurable outcomes aligned with regional business needs.
  • Build HRBP capability through ongoing coaching, talent development, succession planning, and differentiated performance management.
  • Create an effective operating rhythm across the regional HRBP team to identify emerging workforce trends, align priorities, share best practices, and ensure consistent execution across districts.
  • Serve as the escalation point for complex or high-impact people matters, coordinating the appropriate Employee Relations, Legal, and HR Center of Excellence partners.

Qualifications

• Proven multi-unit, geographically dispersed retail, restaurant or field-based HR experience.
• Demonstrated success partnering with and influencing senior executives to improve business outcomes.
• Strong analytics capability; comfortable building a people plan with data.
• Demonstrated ability to apply critical and strategic thinking to complex business and workforce matters, make sound decisions amid ambiguity, and translate insights into practical, measurable actions.
• High degree of business and financial acumen.
• Demonstrated ability to lead, as well as champion change.
• Excellent verbal and written communication, interpersonal, and conflict management skills.
• Proficiency in Microsoft Office and Workday.
• Ability to travel as necessary.

Requirements

• Certifications: PHR or SPHR preferred, not required.
• Experience: 10+ years of progressive HR experience preferably in a business partner capacity including at least 3 years in a leadership role.
• Education: Bachelor’s degree in Human Resources, Business Administration, Communications or related field; or equivalent combination of education and/or experience.

Location & Work Availability

This position is a Remote based role, up to 50% travel required for market visits and leadership team engagement. Overnight travel may be required. This role will cover territories in Georgia, Alabama, and Florida.

Benefits

We believe in supporting our Team Members and those they love through comprehensive health & wellness benefits. Learn more here:

• Advance Auto Parts Benefits

Company Description

Advance Auto Parts, Inc. is a leading automotive aftermarket parts provider that serves both professional installer and do-it-yourself customers. As of January 3, 2026, Advance operated 4,305 stores primarily within the United States, with additional locations in Canada, Puerto Rico and the U.S. Virgin Islands. The Company also served 809 independently owned Carquest branded stores across these locations in addition to Mexico and various Caribbean islands.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age national origin, religion, sexual orientation, gender identity, status as a veteran and basis of disability or any other federal, state, or local protected class.

The good faith estimate for this role is between 135,000.00 USD and 180,000.00 USD salary for a new team member. The rate offered depends on a number of factors, including geographic location, experience in retail, automotive knowledge, education, leadership roles, and other skillsets ideal for this position and shift differential (if applicable).