Senior Human Resources Business Partner - Advisory Group

Overview

The Senior Human Resources Business Partner (Senior HRBP) serves as the strategic HR advisor to a multi-store dealership group, enabling revenue growth and customer experience through talent, culture, and workforce effectiveness across retail sales, service lanes (fixed operations), and parts operations. The role embeds deeply with General Managers, Regional Directors, and Fixed Ops leadership to translate store performance drivers into people strategies aligned to sales volume, CSI/SSI, technician productivity, parts availability, and F&I outcomes.

Position Details:

• Job Title:
  
  Senior Human Resources Business Partner – People Advisory Group
• Reports To:
  
  People Ops Manager/Director, with strong dotted line to Regional Ops Leadership
• Location:
  
  Hybrid within assigned region; frequent onsite presence at stores and service centers
• Coverage:
  Multi-store dealership group (new/used sales, service, parts, F&I)
• Employment Type:
  
  Full-time, Exempt
• Experience
  
  Required:
  
  5‑7 years of progressive HRBP experience with multi‑site retail or dealership operations
• Travel: 50–70% including periodic evenings/weekends aligned to retail peaks

Key Responsibilities:

Field Operations Partnership & Leadership

• Serve as primary HR advisor to General Managers, Regional Directors, and Fixed Ops leaders; co‑create store‑level people plans tied to sales targets, absorption, and guest experience goals.
• Drive organizational design for showroom, BDC (internet/phones), service lanes, parts counters/warehouse, and centralized functions (title, accounting, HR shared services).
• Align staffing models and labor budgets to seasonal demand, month‑end closings, manufacturer campaigns, and service capacity (bays/technicians).
• Partner with Sales and F&I leadership on recruiting, onboarding, and ramp plans for sales consultants, desk managers, finance managers, and BDC teams.
• Design incentive‑aligned role profiles and career paths (e.g., Internet → Floor → F&I → Sales Management) with competency models and coaching cadence.
• Strengthen compliance behaviors across sales and F&I (fair lending, privacy, menu disclosures) through training, observation feedback, and consequence management in partnership with Compliance/Legal.
• Develop workforce plans for advisors, dispatchers, technicians (A/B/C, Master, EV), and parts support based on hours‑per‑RO, effective labor rate, and bay utilization.
• Improve advisor capability (walk around, MPI presentation, upsell ethics) and technician productivity/efficiency via coaching, recognition, and skills‑based pay structures where applicable.
• Partner with EHS/Facilities to reinforce safety culture in shops (PPE, lift safety, lockout/tagout, hazardous materials handling) and incident response.
• Develop career pathways for parts roles (counter → lead → manager) and cross‑training with service to enhance throughput.

Employee Relations, Culture & Engagement

• Set direction on field culture and engagement strategies that drive operational results, impact retention and customer experience.
• Resolve escalated ER matters; coach leaders on consistent, documentation‑backed decisions that align to policy and local law (wage & hour, scheduling, anti‑harassment).
• Shape an inclusive, performance‑driven culture with recognition programs tailored to sales and fixed ops (e.g., Sales Elite, Tech of the Month, Advisor CSI awards).

Talent Acquisition & Development

• Collaborate with regional TAPs to build talent pipelines for hard‑to‑fill roles (experienced technicians, EV/hybrid techs, master diagnostics, F&I) via schools, OEM programs, and military pathways.
• Implement structured onboarding and 30/60/90 plans with early productivity gates (time‑to‑first‑sale, billed hours ramp, RO close rate).
• Deliver leadership development for GSMs, Fixed Ops Managers, and Parts Managers (people leadership, labor planning, coaching to metrics, ER basics).

Rewards, Scheduling & Labor Cost Management

• Optimize schedules for sales floors, BDC, advisors, and techs to cover peak hours (nights/weekends, month‑end) while controlling overtime and ensuring rest requirements.
• Advise on market‑competitive pay structures: commission plans, spiffs, flat‑rate technician models,…