Talent Onboarding and Operations Manager

USA GPC Genuine Parts Company; United States; On-site; USD 90,000 - 130,000; Full time

Job summary

NAPA's Talent Onboarding & Operations Manager leads enterprise onboarding and New Hire Orientation (NHO) experience, ensuring new employees have a consistent, engaging, and effective start at NAPA. This role partners across Talent, People, and the business to strengthen the new hire journey while supporting the processes, tools, and insights that enable effective Talent programs across the organization.

The role designs end-to-end journeys, establishes onboarding standards, develops materials,

Qualifications

• Bachelor's degree in HR, organizational development, learning, business, or related field.
• 5+ years of onboarding, talent management, learning, employee experience, HR operations, or program management experience.
• Experience designing and delivering onboarding or New Hire Orientation programs.
• Experience managing complex programs across multiple functions, locations, or employee populations.
• Strong program management, communication, facilitation, and stakeholder-management skills.
• Demonstrated ability to develop practical, engaging, and scalable employee experiences.
• Ability to work independently and influence across functions without direct authority.

Responsibilities

• Lead NAPA's enterprise onboarding and New Hire Orientation (NHO) experience and execution.
• Design and continuously improve the end-to-end new hire journey, from pre-boarding through key early-tenure milestones.
• Establish consistent onboarding standards, tools, resources, and experiences across NAPA.
• Develop and maintain NHO content, onboarding journeys, leader resources, guides, and supporting materials.
• Partner with MPPs, Talent, HR Operations, and business leaders to ensure onboarding meets the needs of different employee populations.
• Create scalable approaches that balance a consistent NAPA experience with role- and business-specific needs.
• Coordinate cross-functional activities and stakeholders required to deliver an effective onboarding experience.
• Gather feedback from new hires, leaders, and partners to identify opportunities to continuously strengthen onboarding.
• Support Talent operations, including processes, tools, program coordination, and continuous improvement.
• Support Workday Learning processes and administration that enable onboarding and Talent programs.
• Provide routine Talent reporting and insights to support programs and decision-making.
• Support broader Talent initiatives and priorities as business needs evolve.

Skills

Program management

Communication

Stakeholder management

Facilitation

Influence without authority

Education

Bachelor's degree in HR / organizational development / learning / business

Job description

Job Summary

The Talent Onboarding & Operations Manager leads NAPA's enterprise onboarding and New Hire Orientation (NHO) experience, ensuring new employees have a consistent, engaging, and effective start at NAPA. This role partners across Talent, People, and the business to strengthen the new hire journey while supporting the processes, tools, and insights that enable effective Talent programs across the organization.

Responsibilities

• Lead NAPA's enterprise onboarding and New Hire Orientation (NHO) experience and execution.
• Design and continuously improve the end-to-end new hire journey, from pre-boarding through key early-tenure milestones.
• Establish consistent onboarding standards, tools, resources, and experiences across NAPA.
• Develop and maintain NHO content, onboarding journeys, leader resources, guides, and supporting materials.
• Partner with MPPs, Talent, HR Operations, and business leaders to ensure onboarding meets the needs of different employee populations.
• Create scalable approaches that balance a consistent NAPA experience with role- and business-specific needs.
• Coordinate cross-functional activities and stakeholders required to deliver an effective onboarding experience.
• Gather feedback from new hires, leaders, and partners to identify opportunities to continuously strengthen onboarding.
• Support Talent operations, including processes, tools, program coordination, and continuous improvement.
• Support Workday Learning processes and administration that enable onboarding and Talent programs.
• Provide routine Talent reporting and insights to support programs and decision-making.
• Support broader Talent initiatives and priorities as business needs evolve.

Qualifications

• Bachelor's degree in HR, organizational development, learning, business, or related field.
• 5+ years of experience in onboarding, talent management, learning, employee experience, HR operations, or program management.
• Experience designing and delivering onboarding or New Hire Orientation programs.
• Experience managing complex programs across multiple functions, locations, or employee populations.
• Strong program management, communication, facilitation, and stakeholder-management skills.
• Demonstrated ability to develop practical, engaging, and scalable employee experiences.
• Ability to work independently and influence across functions without direct authority.

Preferred Qualifications

• Master's degree in HR, organizational development, learning, business, or related field.
• Experience leading enterprise-wide learning and talent program delivery in a large, complex organization.
• Experience leading instructional design and facilitation teams.
• Experience leveraging learning technology, data, and analytics to improve program effectiveness and scale.
• Experience managing external learning partners and vendors.
• Experience supporting organizational transformation and change initiatives.

Physical Demands / Working Environment

Work performed in a typical office environment.

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.

Since 1928, GPC has set the standards for performance and value for our customers and our stakeholders. Today, we're proud to say we're the largest global auto parts network and a leading industrial parts distributor, one that offers rewarding careers that combine small company feel with a global scale. Our strengths are in the relationships we build and the value we deliver by merging local expertise with a global force.