Market People Partner

Summary

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, People, they partner 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 fulfill short‑ and long‑term talent needs 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 HR Talent Planning COE and managers to assess workforce capabilities, identify readiness and succession gaps, and provide targeted development experiences.
• Maintain ambitious standards in performance management, employee coaching, discipline documentation, and other employment documentation.
• Manage employee programs, including new‑hire onboarding and orientation, manager training, compliance training, skill‑ and process‑based learning and development, and off‑boarding.
• 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 decisions, including employee retention reporting, turnover trend analysis, and partnership with leaders on 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 deductions, salary adjustments, timesheet reconciliation, and time/attendance tracking.
• Maintain up‑to‑date employee files and accurate data within the HRIS system.
• 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 questions, and communicating the annual enrollment process.
• Implement excellent HR operations across all sites within the designated area of responsibility.
• Stay current on 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+ year 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 or programs.
• Experience supporting multiple locations to drive HR operational success.
• Strong understanding and delivery of People team components: talent acquisition, talent planning, onboarding, learning and development, employee engagement, performance management, compensation, and compliance.
• Intermediate proficiency with Microsoft Office (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 HR‑related laws, regulations, 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 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 values: serve, perform, influence, respect, innovate, team.
• Communicates effectively by motivating and inspiring others through clear, proactive communication.
• Delivers results and drives customer success by focusing on outcomes and placing the customer at the center of decisions.
• Makes balanced decisions and thinks strategically as a forward thinker.
• Develops high‑performing teams by providing inclusive leadership, attracting and developing world‑class talent, offering 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 – collaboration, networking, persuasion, and influence.
• Data Judgement – providing data foundations, interpretation, and storytelling.
• Talent Management – strategic HR expertise, employee experience management, change management, and technological savviness.
• Agility – leading with a growth mindset and driving innovation and iteration.

Physical Demands / Working Environment

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

Pay

Competitive salary of $90,000. Total compensation may vary based on individual skills, experience, and qualifications.

Benefits

• Comprehensive medical, dental, and vision health insurance.
• 401(k) retirement plan with company match.
• Paid time off including vacation, personal days, holidays, sick days, and paternal leave.
• Additional perks: employee stock purchase plan, tuition reimbursement, professional development opportunities, and wellness programs.