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Req. Number

172827

Job Description

The Senior Director of Human Resources is a strategic and hands-on HR leader responsible for enterprise-level HR business partnership across both corporate and field operations. Reporting to the VP, Team Performance & Development, this role leads a geographically dispersed team of Field HR Business Partners supporting high-volume service center locations, while also serving as a senior HRBP to corporate leaders.

This role is ideal for a seasoned HR professional who has thrived in fast-paced, high-transaction environments (retail, service, hospitality, distribution, or similar) and brings deep expertise in employee relations, employment law, investigations, and manager coaching. The Senior Director will balance strategic leadership with day-to-day operational execution, ensuring HR practices are effective, consistent, compliant, and aligned with business objectives.

+ Serve as a trusted advisor to field leadership, aligning people strategies with business objectives and providing guidance on workforce planning, organizational effectiveness, performance management, and change initiatives.

+ Lead, coach, and develop a team of geographically dispersed Field HR Business Partners, establishing clear expectations, consistent practices, and strong accountability while ensuring high-quality HR support across all locations.

+ Oversee and lead complex employee relations matters and workplace investigations, ensuring timely, thorough, well-documented, and legally compliant outcomes; provide escalation support and expert guidance to HRBPs and leaders.

+ Maintain strong oversight of employment law compliance across multiple jurisdictions, partnering with Legal as needed to mitigate risk and ensure policies, practices, and decisions align with federal, state, and local regulations.

+ Coach leaders at all levels on effectively managing employee performance, conduct, attendance, and engagement; build manager capability to address issues proactively, consistently, and in alignment with company values.

+ Collaborate closely with HR COEs to ensure HR programs are practical, scalable, and effectively implemented in a high-volume environment.

+ Provide support and collaborative HR partnership with the Leave Team and field leadership around leave management and accommodations (FMLA, ADA, state and local leaves), ensuring consistent application, compliance.

+ Drive consistency, efficiency, and effectiveness in HR processes, documentation, and practices; identify trends, risks, and improvement opportunities to enhance the employee and manager experience.

Strong leadership and people management skills, with the ability to coach, develop, and hold others accountable. Excellent judgment and decision-making skills, particularly in complex or sensitive employee matters. Ability to communicate clearly, confidently, and diplomatically with leaders at all levels. Proven ability to influence without authority and partner effectively in a matrixed organization. Exceptional documentation, organization, and follow-through skills. Ability to balance strategic thinking with hands-on execution in a fast-paced, high-change environment. High level of discretion, professionalism, and integrity. Ability to manage competing priorities, assess risk, and drive timely outcomes.

Requirements

+ Bachelor’s degree in HR, Business Administration or related field coupled with 10+ years of progressive Human Resources experience, including 3+ years in a leadership position. (HR Certification (SHRM-SCP, SPHR, etc.) strongly preferred)

+ Comprehensive knowledge to understand and apply federal, state, and local employment laws and regulations.

+ Deep understanding of employee relations best practices, workplace investigations, and risk mitigation.

+ Knowledge of performance management, corrective action, and termination processes in high-volume environments.

+ Familiarity with leave management and accommodation processes, including FMLA, ADA, and state-specific requirements.

+ Understanding of HR operating models and effective partnership with Centers of Excellence.

+ Knowledge of HR policies, compliance standards, and documentation requirements.

Pep Boys is an equal opportunity employer that does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.

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