Market People Partner

About the Role

The Market People Partner serves as a trusted HR advisor and leader for the NAPA People (HR) team in their assigned area, implementing high-impact people initiatives. Reporting to the Director of People, this role partners closely with leaders to develop strategic alignment and guidance on core People functions, ensuring engagement of NAPA’s growing workforce by managing all components of the employee lifecycle to drive strategic priorities.

Responsibilities

• Proactively consult with NAPA leadership to ensure short- and long-term talent needs are fulfilled through talent acquisition, talent planning, and employee retention efforts.
• Partner with the Talent Acquisition team to review and monitor staffing needs, ensuring facilities remain staffed to meet priority business needs.
• Collaborate with the HR Talent Planning Center of Excellence (COE) and managers to assess workforce capabilities, identify readiness and succession gaps, and provide targeted development experiences.
• Enforce ambitious standards in performance management, employee coaching, discipline documentation, and other employment documentation from People teammates.
• Manage employee programs, including new hire onboarding and orientation, manager training, compliance training, skill and process-based learning and development, and offboarding.
• Lead and support key employee-focused events such as performance reviews, leadership meetings, monthly meetings, engagement surveys, safety programs, and benefits enrollment.
• Conduct data collection, reporting, and analysis across the teammate lifecycle to inform decision-making, such as identifying turnover trends, root causes, and implementing targeted engagement and development strategies.
• Maintain compliance with company, federal, state, and local regulations related to policies, employment, compensation, safety, workers' compensation, and security.
• Ensure accurate processing of payroll for hourly and salaried staff, including payroll deductions, salary adjustments, timesheet reconciliation, and time/attendance tracking.
• Maintain relevant administrative employee files, including accurate and up-to-date employee data within the HRIS system.
• Review, track, and document compliance with required training, continuing education, and work assessments.
• Represent the company in handling unemployment claims processing as needed.
• Support benefits administration by conducting benefits orientation, responding to benefits questions, and communicating the annual enrollment process.
• Implement excellent HR operations across all sites within the designated area of responsibility.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Qualifications

• High school diploma and 5 years of experience implementing HR processes in a high-growth environment.
• 1+ years of proven ability to lead teams and drive results without direct reporting authority.
• Collaboration skills focused on consultations with NAPA leadership, peers, and business partners to drive operational projects and programs.
• Experience supporting multiple locations to drive HR operational success.
• Strong understanding and delivery of People team components, including talent acquisition, talent planning, onboarding, learning and development, employee engagement, performance management, compensation, and compliance.
• Intermediate proficiency with Microsoft Office applications (Outlook, Excel, Word, PowerPoint).
• Familiarity with HRIS systems, reporting, and analytics tools.
• Proven ability to manage complex HR challenges and implement solutions aligned with business goals.
• Experience with payroll, compliance, benefits administration, and unemployment claims processing.
• Ability to maintain confidential and sensitive information.
• Familiarity with laws, regulations, and guidelines related to HR and state-to-state differences.

Preferred Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 5+ years of experience and 2+ years of 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 working in a warehouse, distribution center, or retail 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.
• Develops high-performing teams by providing inclusive leadership, attracting and developing world-class talent, providing ongoing feedback, and building trust across the organization.

People Capabilities

• Business Acumen: Industry, organization, and financial knowledge.
• Strategic Consulting: Consultative problem-solving, project, and risk management competency.
• Relationship Management: Promote collaboration, networking, persuasion, and influence.
• Data Judgement: Provide data foundations, interpretation, and storytelling.
• Talent Management: Strategic HR expertise, employee experience management, change management, and technological savviness.
• Agility: Lead with a growth mindset and drive innovation and iteration.

Physical Demands / Working Environment

• Must be able to work in an office environment.
• Must be able to work in a distribution, warehouse, or retail environment.
• Ability to travel up to 60% throughout the assigned area or region.