Director, Employee Relations

Job Description

Job Summary:  

The Director, Employee Relations provides strategic leadership and oversight for the organization's employee relations function, ensuring fair, consistent, and legally compliant employment practices acrossa 4,000+ store population with potential to expand support ofother businessfunctions. This roleis responsible for developing and executing employee relations strategies that promote a positive workplace culture, mitigate organizational risk, and support businessobjectives. The Director partners closely with HR leadership, Legal, Compliance, business leaders, and HR Business Partners to address complex employee matters, conduct investigations, and drive proactive solutions that strengthen employee engagement and workplace effectiveness. 

What will you do? 

Employee Relations Strategy & Leadership 

• Develop and implement enterprise-wide employee relations strategies, programs, and policies that support organizational goals and foster a respectful, inclusive workplace culture. 

• Lead and develop a team of Employee Relations professionals, providing direction, coaching, and guidance on complex employee matters. 

• Establish standard processes, tools, and frameworks to ensure consistent employee relations practices across all business units and locations. 

• Monitor employee relations trends and recommend proactive solutions to address organizational risks and opportunities. 

• Manage employee relations operating budget,resources and strategic vendor partnerships. 

Investigations & Workplace Concerns 

• Oversee complex workplace investigations involving allegations of harassment, discrimination, retaliation, workplace misconduct, policyviolations,  and other employee complaints. 

• Ensure investigations are conducted objectively, thoroughly,timely,discretely,andin accordance with company policies and legal requirements. 

• Review investigation findings and recommendations to ensure consistency, fairness, andappropriate resolution. 

• Partner with Legal and Compliance teams on high-risk employee relations matters. 

Reporting & Analytics 

• Establish metrics and reporting to measure employee relations trends, investigation outcomes, case volume, root causes, and organizational risk factors. 

• Present findings and recommendations to senior leadership and HR executives. 

• Utilize data-driven insights to inform business decisions and improve employee relations practices. 

Risk Mitigation & Compliance 

• Advise senior leaders and HR partners onemployeerelations best practicesand organizational risk mitigation. 

• Assess trends in employee relations data, hotline reports, investigations, and corrective actions toidentify potential risks and recommend action plans. 

• Support responsesby the Employment Law Compliance teamto governmentagency charges, audits, and employment-related legal claims. 

Leadership Coaching & Consultation 

• Serve as a trustedpartner to HR leadersand managers on sensitive employee issues, performance management, disciplinary actions, workplace conflict, and organizational effectiveness. 

• Provide guidanceregardingadherence toprogressive discipline policies, workplace conduct, and policy interpretation. 

• Coach leaders on effective communication, conflict resolution, and employee engagement strategies. 

Culture & Organizational Effectiveness 

• Promote a culture of accountability, respect,andinclusion, the organization. 

• Partner with HR Centers of Excellenceand HR Business Partnerstoprovide insights on key themes and opportunities toaddress employee experience concerns. 

• Lead initiatives aimed at improving manager effectiveness and improving workplace experience whilereducing employee relations risk. 

Qualifications: 

• Extensive experience conducting and overseeing complex workplace investigations. 

• Strong knowledge of employment laws and regulations, including EEO, ADA, FMLA, FLSA, and other applicable federal and state laws. 

• Experience advising senior leaders on complex employee and organizational matters. 

• Exceptional collaboration and relationship-building skills, with the ability to work effectively across functions, navigate competing priorities, and drive solutions in complex organizational environments. 

• Demonstrated ability to manage sensitive, confidential, and high-risk situations with sound judgment and professionalism. 

• Strong leadership, coaching, communication, and conflict resolution skills. 

• Experience supporting large, multi-site or retail organizations. 

• Experienceworking closely with counsel on litigation, agency responses, and employment-related claims. 

Certifications, Experience, and Education: 

• Certifications:Nonerequired 

• Experience:15+ years of progressive HR experience, with at least 5+ yearsofsignificant leadership experience, preferably within a large,multi-site or retail organization; and 

• Education:Bachelor’s degree in HR, Business Administration, Labor Relations, or related field;or, equivalent combination of experience and/or education 

Location & Work Availability:  

This position isHybrid (4 days in office,1 day remote),based at our corporate headquarters inRaleigh, North Carolina. 

Benefits Summary: 

We believe in supporting our Team Members and those they love through comprehensive health & wellness benefits. Learn more here:https://jobs.advanceautoparts.com/us/en/benefits  

Company Overview: 

Advance Auto Parts, Inc. is a leading automotive aftermarket parts provider that serves both professionalinstaller and do-it-yourself customers. As of January 3, 2026, Advanceoperated 4,305 stores primarily within the United States, withadditional locations in Canada, PuertoRico and the U.S. Virgin Islands. The Company also served 809 independently owned Carquest branded stores across these locations in addition to Mexico and various Caribbean islands.Additional information about Advance, including employment opportunities, customer services, and online shopping for parts, accessories and other offerings can be found atwww.AdvanceAutoParts.com. 

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age national origin, religion, sexual orientation, gender identity, status as a veteran and basis of disability or any other federal, state, or local protected class. 

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