The Market HR Senior Director operates across AutoNation's most complex markets with the highest level of business credibility and strategic influence available to an individual contributor in the HRBP function. This role serves as the senior HR advisor to the Market President — a true peer in business conversations, not a functional support — and is expected to own the people strategy for AutoNation's largest and most operationally complex markets. The Senior Director integrates all four HRBP pillars into a unified, market-specific workforce strategy; anticipates organizational health risks before they surface in data; and operates with the executive presence, business fluency, and judgment that makes them indispensable to the Market President and visible to AutoNation's senior leadership.
ESSENTIAL DUTIES
Talent Selection
- Set and own the talent selection standard for one of AutoNation's most complex markets — hold the Market President, GMs, and hiring managers accountable to it without exception
- Lead GM-level talent assessments in direct partnership with the Market President; bring a decisive, evidence-based recommendation and stand behind it
- Anticipate critical leadership vacancies across a large, multi-brand, multi-state portfolio — drive proactive succession and pipeline development rather than reactive posting
- Conduct market-wide staffing and workforce planning reviews; identify macro talent trends across brands, geographies, and roles before they require urgent action
- Serve as a senior field partner to the Talent Acquisition COE — bring the market's talent intelligence and shape COE strategy based on what is actually happening in stores
- Own the pipeline narrative for the market at the VP, Human Resources and Market President level; quantify depth, risk, and investment needed
Talent Development
- Maintain a comprehensive and current talent map of the full GM and key Department Manager population across a large, complex market — depth of knowledge and currency of information are non-negotiable at this level
- Model and enforce the coaching-over-doing standard; the Senior Director never does work that belongs to a GM or leader, and never accepts an HRBP relationship that creates leader dependency
- Lead quarterly talent calibration sessions with the Market President and VP, Human Resources; own the succession narrative, the risk register, and the recommended talent investments
- Shape market-specific capability development in partnership with the Talent Development COE — bring the field perspective that drives COE strategy, not just requests
- Identify and activate high-potential associates across the market; connect them to development pathways and track progress with the same rigor applied to business KPIs
- Serve as the VP, Human Resources' market intelligence source on leadership bench depth and talent risk across the most complex portfolio in the enterprise
Listening Strategy
- Own the organizational health intelligence for the market at the highest level — synthesize listening data, ER case patterns, engagement trends, turnover analytics, and business performance into a forward-looking market health narrative
- Present organizational health assessments to the Market President and VP, Human Resources with clarity, specificity, and a recommended action agenda — not a data deck
- Coach GMs across a large, complex portfolio to lead their own team listening responses; build GM ownership of associate experience as a market-wide operating standard
- Identify systemic organizational health risks across a multi-state, multi-brand portfolio and escalate to the VP, Human Resources with both urgency and a recommended solution
- Serve as the senior market partner to the ER Team on case trends; bring macro-level insight into systemic ER exposure across the market and help shape the ER team's prioritization
Business Performance
- Operate as a genuine peer to the Market President in business strategy conversations — this is not a support relationship, it is a partnership between two senior leaders with different but equally important expertise
- Understand the market's P&L with enough fluency to connect every people decision to a financial outcome — the Senior Director speaks the language of the business, not the language of HR
- Challenge the Market President's people decisions when the data, the risk, or the workforce strategy warrants it; push back with evidence, offer alternatives, and sustain the position without deferring
- Develop and own the market's people strategy — a forward-looking, integrated view of talent, culture, and organizational health tied to the market's business plan
- Present workforce analytics and organizational health intelligence to senior leadership on a regular cadence; the Senior Director is AutoNation's clearest window into how the market's people strategy is performing
- Operate as a visible ambassador of AutoNation's DRIVE values across the most associate-dense portfolio in the enterprise
EMPLOYEE RELATIONS SCOPE
All HRBPs handle Green-tier ER cases independently and may handle lower-acuity Yellow-tier cases with appropriate judgment. Higher-acuity Yellow, Orange, and Red-tier cases are escalated to and managed by the centralized ER Team, with the HRBP serving as the market-level partner — providing context, maintaining associate relationships, and ensuring continuity throughout the investigation process. HRBPs do not conduct formal investigations on elevated-tier matters; they are the bridge between the associate, the store, and the ER Team.
QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, or a related field required
- 8–12 years of progressive HR experience with demonstrated senior business partner capability in a complex, multi-market environment
- SPHR or SHRM-SCP required; additional executive education or advanced certification preferred
- Workday or comparable HRIS proficiency required; experience with HR reporting tools or dashboards preferred
- Advanced knowledge of multi-state and multi-jurisdiction employment law
- Retail, automotive, or high-volume multi-site experience a plus
CORE COMPETENCIES
- Business Acumen — Operates as a genuine peer to the Market President in business strategy; speaks the language of the P&L, connects every people decision to a financial outcome, and shapes the market's people strategy as a forward-looking business plan
- Coaching Over Doing — Sets the coaching-over-doing standard for the entire market; never accepts leader dependency and actively builds a culture of GM ownership over people decisions across the most complex portfolio in the enterprise
- Diagnostic Thinking — Owns the full organizational health intelligence for the market; synthesizes listening data, ER exposure, engagement trends, turnover analytics, and business performance into a forward-looking strategy — and presents it with conviction to the Market President and VP, Human Resources
- COE Partnership — Leverages Talent Development, Talent Acquisition, HR Operations, and Total Rewards as expert partners; routes work to the right COE rather than working around them
- Execution & Follow-Through — Manages the highest-complexity HRBP portfolio in the enterprise without dropping detail; operates with the discipline and foresight of a senior executive — anticipating demand, sequencing priorities, and building systems that outlast any single initiative
- Integrity & Discretion — Handles sensitive associate information with unwavering confidentiality; never compromises associate trust or the integrity of the HR function
Exciting Benefits and Perks Await You:
Competitive compensation and 401k matching
Enjoy a healthy work-life balance with insurance plans (health, dental, vision) and maternity benefits.
Associate purchase and discount programs for new and pre-owned vehicles, services, parts, collision, accessories, and AutoGear
Access amazing deals and discounts through YouDecide, a website with offers from top providers and retailers
Join our DRVPNK mission to raise and donate millions of dollars to cancer research and treatment, partnering with cancer charities nationwide
AutoNation is one of the largest automotive retailers in the United States, offering innovative products, exceptional services, and comprehensive solutions, empowering our customers to make the best decisions for their needs. With a network of dealerships nationwide strengthened by a recognized brand, we offer a wide variety of new and used vehicles, customer financing, parts, and provide expert maintenance and repair services. Through DRV PNK, we have raised over $40 million for cancer-related causes, demonstrating our commitment to making a positive difference in the lives of our Associates, Customers, and the communities we serve.
AutoNation is committed to creating a diverse, equitable, and inclusive environment in our workplace and the services we provide. We welcome candidates from all backgrounds who are passionate about making a positive impact. Even if you do not meet every requirement, we encourage you to apply. Join our team and help us foster a culture of belonging while contributing to our revolutionary work in the automotive industry. We value innovation, teamwork, and a commitment to making a positive impact in the world.