Senior People Partner

Genuine Parts Company; Atlanta (GA); On-site; USD 90,000 - 120,000; Full time

Job summary

Genuine Parts Company, a leader in automotive parts distribution, seeks a Sr. People Partner in Atlanta to drive HR initiatives across multiple locations.

The role focuses on data analytics, talent planning, onboarding, development, employee engagement, performance management, compensation, and compliance. You will partner with leadership to align HR strategy with business goals, coach leaders on complex employee relations, and advance workforce planning to meet organizational needs in a dynamic

Qualifications

• HS diploma plus 7–10 years implementing HR processes in high-growth environments.
• 3–5+ years leading teams and driving results without direct reports.
• Solid foundation in HR principles, employment law, and compliance.

Responsibilities

• Provide data-driven HR insights to leadership to inform decisions.
• Drive talent planning, acquisition, onboarding, development, and engagement initiatives.
• Coach leaders on employee relations, policy interpretation, and performance management.
• Partner with Payroll, HRIS, and Benefits to design effective HR solutions.
• Support workforce planning and talent pipeline across multiple locations.
• Lead or support annual HR cycle deliverables (performance, rewards, benefits).

Skills

HR analytics

People management

HR policy & compliance

change management

talent planning

employee relations

coaching

data analysis

project management

MS Office

Education

Bachelor’s degree in HR or related field

SHRM-CP/SHRM-SCP or HRCI certification (preferred)

Tools

Workday

Kronos

HRIS reporting tools

Job description

Job Summary

The Sr. People Partner role serves as a trusted HR advisor and leader for the NAPA People (HR) team implementing high-impact people initiatives supporting multiple locations. The role will fulfill responsibilities in the following functional areas: people analytics, data analytics, talent acquisition, talent planning, onboarding, learning and development, employee engagement, performance management, compensation, and compliance. The Sr. People Partner ensures the engagement of NAPA’s growing employee workforce by effectively managing all components of the employee lifecycle to drive NAPA strategic priorities.

Responsibilities

• Data-backed decision-making approach, people analytics-collecting and applying organizational, people, and talent data to improve critical business outcomes.
• Growth mindset, continual talent planning, upskilling, creating a talent pipeline.
• High degree of self-motivation and initiative in managing multiple projects, contributing to group goals, and driving results
• Partners with leadership to align HR strategy to business strategy.
• Acts as change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status.
• Analyzes trends and metrics in partnership with HR peers to develop solutions, programs, and policies.
• Provides day-to-day coaching to leadership on a variety of actions to include employee relations issues, policy interpretation and application.
• Talent planning, talent management, strategic workforce planning, utilizing tools to attract top talent, assisting with developing employee’s skills, conducing assessments, development, and organizational design consultation.
• Conducts ongoing supply and demand analysis for business partners on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs.
• Partner with Talent Acquisition team to review and monitor staffing needs, and ensure facilities remain staffed to meet priority business needs.
• Remains current on trends and innovative recruiting techniques to compete in market and within industry.
• Leads and/or supports annual HR cycle deliverables to include performance management; merit and bonus awards; benefits enrollment; etc.
• Evaluates issues, patterns, and trends to provide initiative-taking insights for HR solution and program designs i.e., training to address certain needs.
• Partners with Payroll; HRIS; and Compensation and Benefits functions as needed to provide solutions for clients.
• Partners with appropriate leaders to grow the capacity of the organization’s key talent to include high potential identification (via Talent Planning COE) and associated development programming, etc.
• Implements excellent HR operations across all sites within designated area of responsibility.
• All other duties assigned.

Qualifications

• High school diploma and 7-10 years of experience implementing HR process in a high growth environment.
• 3-5+ years proven ability to lead teams and drive results without direct reporting authority.
• Proven solid foundation and knowledge of principles & practice of HR including employment law & compliance requirements.
• Experience supporting multiple locations to drive HR operational success.
• Proven experience in delivery of People team components to include talent acquisition, talent planning, onboarding, learning and development, employee engagement, performance management, compensation, and compliance.
• Client management and business literacy skills.
• Strong interpersonal and negotiation skills.
• Excellent people skills and effective verbal and written communication skills
• Proven ability to effectively coach employees and management through complex and difficult issues.
• Experience with payroll, compliance, benefits administration and unemployment claims processing.
• Ability to maintain confidential and sensitive information.
• Tenured experience with HRIS systems, reporting and analytics tools.
• Ability to thrive in an ambiguous and rapidly changing environment, set high personal goals and work independently.
• Ability to organize, multi-task and prioritize tasks.
• Ability to make recommendation to effectively resolve problems or issues.
• Demonstrated project management skills.
• Proven acuity in MS office suite, internet, and data-base management

Preferred Qualifications

• Bachelor’s degree in human resources, Business Administration or related field.
• 10+ years’ experience and 5+ years proven ability to lead teams and drive results without direct reporting authority.
• SHRM or HRCI certification (SHRM-SCP or SPHR) a plus.
• Workday and Kronos experience preferred.
• Experience supporting a corporate business environment.

Leadership

• Embodies the following values: serve, perform, influence, respect, innovate, team.
• Effectively communicates by motivating and inspiring others through clear and proactive communication.
• Delivers results and drives customer success by committing and focusing on outcomes to deliver results and making the customer the center of decisions.
• Makes balanced decisions and thinks strategically by being a forward thinker.

People Capabilities

• Business Acumen: Must possess industry, organization, and financial knowledge.
• Strategic Consulting: Must be able to provide consultative problem-solving, as well as project and risk management competency.
• Relationship Management: Must promote collaboration, networking, persuasion, and influence.
• Data Judgement: Must be able to provide data foundations, interpretation, and storytelling.
• Talent Management: Provide strategic HR expertise, employee experience management, change management and technological savviness.
• Agility: Must lead with a growth mindset and drive innovation and iteration.
  

Physical Demands / Working Environment

• Physical requirements: normal office environment, ability to sit, stand and operation office equipment.
• Travel requirements: Some travel may be required.
• Other: Ability to work onsite four or more days a week
• Can work extended hours when project demands.

GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.