Market HR Manager

AutoNation; Cockeysville (MD); On-site; USD 135,000 - 143,000; Full time

Benefits offered by this job

401(k) matching

Health, dental, vision insurance

Maternity benefits

Associate purchase & discount programs

YouDecide deals site

DRVPNK charitable mission support

Job summary

AutoNation in Maryland seeks a Market HR Manager to serve as the HR presence for GMs, market teams, and store associates. The role executes HRBP pillars with reliability, coaching leaders and partnering with COEs to route work appropriately.

The position emphasizes data-driven staffing, talent development, and ER collaboration, with a focus on quality outcomes over volume of work. Base salary signals indicate a market-rate package with annual bonus potential.

Qualifications

• Bachelor's degree in HR, business administration, or related field.
• 2–4 years of progressive HR generalist experience in a multi-site setting.
• PHR or SHRM-CP preferred; experience with HRIS tools (Workday) is a plus.

Responsibilities

• Partner with GMs and hiring managers to ensure a consistent, evidence-based interview process.
• Conduct monthly staffing reviews and track open requisitions with urgency.
• Coach managers to handle people issues and develop bench strength.
• Route requisition and sourcing needs through TA COE; avoid bypassing process.
• Present basic talent reviews to Market President and VP, HR on a quarterly cadence.
• Monitor turnover and onboarding quality; translate data into action plans.

Skills

HR generalist experience

PHR/SHRM-CP preferred

Federal & state employment law

Education

Bachelor's degree in Human Resources or related field

Tools

Workday HRIS

Job description

AutoNation is one of the largest automotive retailers in the United States, offering innovative products, exceptional services, and comprehensive solutions, empowering our customers to make the best decisions for their needs. With a network of dealerships nationwide strengthened by a recognized brand, we offer a wide variety of new and used vehicles, customer financing, parts, and provide expert maintenance and repair services. Through DRV PNK, we have raised over $40 million for cancer-related causes, demonstrating our commitment to making a positive difference in the lives of our Associates, Customers, and the communities we serve.So what do you say? Are you ready to be part of something big?The Market HR Manager is AutoNation's foundational field HR role. This associate is embedded in a market of lower-to-moderate complexity and serves as the daily HR presence for General Managers, Market Team members, and store associates across their assigned portfolio. Success at this level is defined by reliability, follow-through, and the ability to coach leaders rather than solve their problems for them. The Grade 11 Manager executes the four HRBP pillars with accuracy and consistency, builds trust through visibility and presence, and partners with COEs and the ER Team appropriately — routing the right work to the right expert rather than working around the system. Value is measured not by the volume of HR work processed, but by the quality of outcomes driven for associates and the business..ESSENTIAL DUTIESTalent SelectionPartner with General Managers and hiring managers to ensure a consistent, evidence-based interview process is followed for every open rolePush for structured, behavioral interviews — challenge gut-feel hiring decisions with data and process disciplineParticipate directly in the interview process for GM-level candidates within the assigned marketConduct monthly staffing reviews with GMs at highest-need stores; track open requisitions and time-to-fill with urgencyMonitor early turnover rates (0–90 days) to identify and address breakdowns in hiring quality or onboarding executionPartner with Talent Acquisition as the field-level contact; route requisition and sourcing needs through the TA COE, not around itTalent DevelopmentBuild working knowledge of every GM and Department Manager in the market — their strengths, development gaps, and succession readinessCoach managers and GMs to handle their own people issues; resist the pull to take action on their behalf — build their capability insteadAdvocate for internal promotion when roles open; push GMs to look at the bench before posting externallyOwn the follow-up on 360 feedback and development conversations — connect leaders with the appropriate development COE resourcesPartner with and actively leverage the Talent Development COE; do not design or deliver development solutions independently when a COE partner existsPrepare and present basic talent reviews to the Market President and VP, Human Resources on a quarterly cadenceListening StrategyBe the first to review market listening dashboards and pulse survey results; add context and interpretation before surfacing findings to store or market leadershipRoute listening signals to the appropriate response — development need, staffing gap, operational issue, or ER referral — rather than defaulting to a single channelConduct individual debrief conversations with each GM following pulse surveys; coach them on how to respond, do not hand off a report and walk awayIdentify patterns across stores within the market and escalate market-wide themes to the Market President and VP, Human ResourcesCoordinate with the ER Team on ER case trends visible within the assigned marketBusiness PerformanceDevelop foundational understanding of how assigned stores generate revenue — participate in store-level P&L reviews as a learning and relationship-building practiceConnect people problems to business outcomes in every leadership conversation; translate turnover, absenteeism, and ER trends into store-level financial impactUse available data to quantify the cost of losing key associates — bring dollar-impact context to conversations with GMs about retention and hiringServe as a consistent, credible HR presence with the Market President — bring a prepared point of view to each interaction, not just status updatesThis pillar is the lens through which all other pillar work is framed and communicatedEMPLOYEE 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 required2–4 years of progressive HR experience in a generalist, coordinator, or HR assistant capacityaPHR or PHR preferred; SHRM-CP a plusWorkday or comparable HRIS proficiency required; experience with HR reporting tools or dashboards preferredWorking knowledge of federal and state employment law; ability to identify when legal escalation is warrantedRetail, automotive, or high-volume multi-site experience a plusCORE COMPETENCIESBusiness Acumen — Understands how stores generate revenue and where people decisions affect financial outcomes; uses this lens in every conversation with GMs and store leadersCoaching Over Doing — Coaches managers and GMs to handle their own people issues rather than stepping in; builds leader capability with every interactionDiagnostic Thinking — Reviews data and dashboards with a questioning mindset; goes one level deeper than the obvious answer before making a recommendationCOE 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 consistent workload with precision and reliability; every commitment is tracked and completedIntegrity & Discretion — Handles sensitive associate information with unwavering confidentiality; never compromises associate trust or the integrity of the HR functionThe anticipated base salary for this role is $135,000 - 143,000 annually. In addition to base salary, this role is eligible for participation in the company's annual bonus program, the terms and payout of which are determined at eh company's discretion and subject to change.$107,250.00 - $178,750.00Exciting Benefits and Perks Await You:Competitive compensation and 401k matchingEnjoy a healthy work-life balance with insurance plans (health, dental, vision) and maternity benefits.Associate purchase and discount programs for new and pre-owned vehicles, services, parts, collision, accessories, and AutoGearAccess amazing deals and discounts through YouDecide, a website with offers from top providers and retailersJoin our DRVPNK mission to raise and donate millions of dollars to cancer research and treatment, partnering with cancer charities nationwideAutoNation is committed to creating a diverse, equitable, and inclusive environment in our workplace and the services we provide. We welcome candidates from all backgrounds who are passionate about making a positive impact. Even if you do not meet every requirement, we encourage you to apply. Join our team and help us foster a culture of belonging while contributing to our revolutionary work in the automotive industry. We value innovation, teamwork, and a commitment to making a positive impact in the world.