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Auto Dealer Human Resource Manager Jobs in Lake Ridge, VA

Aretum

Human Resource Analyst

Mclean, VA · On-site +1

The Human Resources Manager will manage position descriptions, personnel requests, and improve workforce processes. This role maintains workforce data, develops reports, and partners with ...

Aretum

Human Resource Analyst

Mclean, VA · On-site

$80 - $135/hr

The Human Resources Manager will manage position descriptions, personnel requests, and improve workforce processes. This role maintains workforce data, develops reports, and partners with ...

Gnostech

Human Resource Specialist

Arlington, VA · On-site

Gnostech is seeking a Human Resource Specialist to manage HR processes and support personnel administration and employee lifecycle activities. This is a full-time position. Responsibilities and ...

HR-SOS

Human Resources Manager

Bethesda, MD · On-site

Ensures that human resource practices are consistent with the enterprise's human resource philosophy and strategies. The HR manager advises management on the application of employment, benefits ...

HR-SOS

Human Resources Manager

Bethesda, MD · On-site

Ensures that human resource practices are consistent with the enterprise's human resource philosophy and strategies. The HR manager advises management on the application of employment, benefits ...

Gnostech Inc.

Human Resource Specialist

Arlington, VA · On-site

$60 - $80/hr

Gnostech is seeking a Human Resource Specialist to manage HR processes and support personnel administration and employee lifecycle activities. This is a full-time position. Responsibilities and ...

Cherry Bekaert

Resource Manager

Tysons Corner, VA · Hybrid

$96K - $169K/yr

Maintain workforce plans and partner with leadership, Finance, and HR to address variances and ... Proven ability to manage multiple priorities, stay organized, and operate with a sense of urgency ...

xmstart, inc

Human Resource Generalist

Fairfax, VA · On-site

$90 - $130/hr

Manage accurate, compliant, and timely end-to-end payroll processing. * Administer HRIS (ADP) to ensure data integrity, reporting accuracy, and operational efficiency. * Oversee benefits programs ...

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Showing results 21-40

All JobsAuto Dealer Human Resource JobsAuto Dealer Human Resource Manager JobsAuto Dealer Human Resource Manager Jobs in Lake Ridge, VA

Auto Dealer Human Resource Manager information

See Lake Ridge, VA salary details

$38.7K

$85.6K

$128.6K

How much do auto dealer human resource manager jobs pay per year?

As of Sep 5, 2026, the average yearly pay for auto dealer human resource manager in Lake Ridge, VA is $85,551.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,500.00 and $99,300.00 per year, depending on experience, location, and employer.

What does an auto dealer human resource manager do?

An Auto Dealer Human Resource Manager oversees all HR functions within a car dealership, including recruiting, hiring, training, and managing employee relations. They ensure compliance with employment laws, administer payroll and benefits, and develop policies to support a positive work environment. Additionally, they often handle conflict resolution, performance reviews, and staff development to help the dealership operate efficiently and maintain a motivated workforce.

What are the key skills and qualifications needed to thrive as an auto dealer human resource manager?

To thrive as an Auto Dealer Human Resource Manager, you need expertise in HR management, knowledge of employment laws, and a relevant degree such as in human resources or business administration. Familiarity with HR information systems (HRIS), payroll software, and compliance tracking tools is typically required, along with certifications like SHRM-CP or PHR. Strong interpersonal skills, conflict resolution, and the ability to build rapport with diverse dealership staff are standout soft skills. These abilities are vital for ensuring a compliant, engaged, and efficient workforce in a fast-paced, customer-focused automotive environment.

What are some common challenges faced by auto dealer human resource managers and how can they be addressed?

Auto Dealer Human Resource Managers often navigate challenges like high employee turnover, recruiting specialized sales talent, and ensuring compliance with industry regulations. To address these, they focus on creating robust onboarding programs, offering competitive compensation packages, and fostering a positive workplace culture. Additionally, staying updated on labor laws and industry trends helps to proactively manage compliance and employment issues. Collaborating closely with department heads and regularly soliciting feedback from staff can also enhance retention and team morale.

What is the difference between Auto Dealer Human Resource Manager vs Auto Dealer Service Advisor?

AspectAuto Dealer Human Resource ManagerAuto Dealer Service Advisor
Primary RoleOversees hiring, employee relations, and HR policiesAssists customers with vehicle repairs and service scheduling
Required CredentialsHR certifications or related experienceAutomotive service knowledge, often with technical training
Work EnvironmentOffice setting within dealershipService department, interacting with customers and technicians
Industry UsageUsed across dealership management teamsCommonly found in service departments of auto dealerships

The Auto Dealer Human Resource Manager focuses on managing employee-related functions within the dealership, while the Auto Dealer Service Advisor primarily interacts with customers to facilitate vehicle repairs. Both roles are essential but serve different operational areas within the dealership.

How much does an auto dealer human resource manager at a car dealership make?

An auto dealer human resource manager at a car dealership typically earns between $60,000 and $100,000 annually, depending on experience, location, and dealership size. They are responsible for recruiting, employee relations, and compliance with employment laws, often requiring HR certifications or experience in the automotive industry.

What cities near Lake Ridge, VA are hiring for Auto Dealer Human Resource Manager jobs?

Cities near Lake Ridge, VA with the most Auto Dealer Human Resource Manager job openings:

Auto Dealer Human Resource Manager jobs near you

Human Resource Analyst

Aretum

Mclean, VA • On-site, Remote

Full-time

Posted 23 days ago

Job description

About Aretum
DHS Suitability Required
Aretum is a mission-driven organization committed to delivering innovative, technology-enabled solutions to our customers across defense, civilian, and homeland security sectors. Our teams work at the intersection of strategy, technology, and transformation, helping agencies solve their most critical challenges. We believe in investing in our people and creating a culture where collaboration, inclusion, and professional growth are at the forefront.
Job Summary
Aretum is seeking a Human Resources Manager that supports federal workforce planning and staffing by coordinating hiring actions. The Human Resources Manager will manage position descriptions, personnel requests, and improve workforce processes. This role maintains workforce data, develops reports, and partners with stakeholders to support recruitment, organizational readiness, and talent management.
Due to the nature of our work as a federal consulting organization, employees may be expected to handle Controlled Unclassified Information and must adhere to applicable safeguarding and compliance requirements.
Responsibilities
  • Coordinating CSD participation in hiring events, recruiting activities, and surge hiring actions across subdivisions.
  • Supporting CSD wide full-time personnel (FTP) planning as part of annual budget formulation cycles, ensuring alignment with OCOS workforce planning practices.
  • Developing and coordinating hiring surge plans, including sequencing of actions, staffing forecasts, and inter division coordination.
  • Managing and tracking division wide CTMS and GS hiring actions, including posting of job announcements, monitoring status, and coordinating with HR and subdivision POCs to remove bottlenecks.
  • Conducting human capital data validation, reconciliation, and analysis to support workforce reporting requirements and leadership decision making.
  • Preparing hiring related metrics, dashboards, and reports for CSD leadership, ensuring accuracy, completeness, and alignment with broader OCOS workforce operations requirements.
  • Providing centralized communication, status updates, and process guidance to subdivision hiring leads and program offices to ensure consistent execution of hiring actions.

Requirements
  • BA/BS degree and 5 (+) years of relevant experience, or an equivalent combination of education and experience.
  • Coordinating CSD participation in hiring events, recruiting activities, and surge hiring actions across subdivisions.
  • Supporting CSD wide full-time personnel (FTP) planning as part of annual budget formulation cycles, ensuring alignment with OCOS workforce planning practices.
  • Developing and coordinating hiring surge plans, including sequencing of actions, staffing forecasts, and inter division coordination.
  • Managing and tracking division wide CTMS and GS hiring actions, including posting of job announcements, monitoring status, and coordinating with HR and subdivision POCs to remove bottlenecks.
  • Conducting human capital data validation, reconciliation, and analysis to support workforce reporting requirements and leadership decision making.
  • Preparing hiring related metrics, dashboards, and reports for CSD leadership, ensuring accuracy, completeness, and alignment with broader OCOS workforce operations requirements.
  • Providing centralized communication, status updates, and process guidance to subdivision hiring leads and program offices to ensure consistent execution of hiring actions.
  • The contractor shall provide program management support to execute the full employee performance management lifecycle across CSD.
  • Manage end to end execution of performance plans, mid-year reviews, year-end evaluations, rating submissions, and documentation compliance.
  • Administer USA Performance for CSD, including system setup, user access, troubleshooting, and coordination with HR and OCOS.
  • Ensure compliance with Federal, DHS, and CISA performance management policies, reporting requirements, and statutory deadlines.
  • Track, monitor, and report performance lifecycle progress, compliance metrics, overdue actions, and risks to CSD leadership.
  • Develop and maintain SOPs, workflows, process guides, and communications related to the performance management cycle.
  • Provide training, briefings, and technical assistance to supervisors and employees on performance requirements and system usage.
  • Coordinate with HR specialists to resolve discrepancies, align performance standards, and ensure audit ready documentation.
  • Support governance structure(s) consistent with CSD and OCOS oversight models, aligning to governance and reporting practices outlined in PMSS supported transition and oversight frameworks.
  • Assist leadership with performance related data calls, analytics, compliance summaries, and organizational reporting.
  • Maintain secure handling of all performance documentation in accordance with Federal privacy and records requirements.
  • Serves as the primary divisional contact with OCHCO/E&LR to compile performance rating data to feed the annual performance review and awards process, generates and applies formulas to determine awards amounts, resolves award discrepancies
  • Plan, coordinate, and execute the biweekly CSD orientation session, ensuring all logistics, materials, and presenters are prepared and aligned with CSD leadership expectations.
  • Deliver an overview of CSD, including its mission, structure, offices, and subdivisions, ensuring new employees understand how their roles connect to broader organizational functions and priorities.
  • Provide core federal employment information, including responsibilities related to time and attendance, payroll processes, telework/AWS expectations, leave categories, and compliance obligations.
  • Educate new employees on CISA work/life programs, such as employee assistance, wellness programs, workplace flexibilities, and other agency supported benefits that enhance workforce engagement and retention.
  • Present essential training and performance management guidance, including mandatory training requirements, performance plan development, evaluation timelines, and expectations for professional development.
  • Develop, update, and maintain all orientation materials, ensuring accuracy, accessibility, and alignment with current DHS, CISA, and CSD policy.
  • Coordinate with subject-matter experts across CSD, including HR, Workforce Operations, OCOS, IT, security, and division leadership, to ensure content remains up to date and relevant.
  • Plan, coordinate, and execute the bi-weekly CSD orientation session, ensuring all logistics, materials, and presenters are prepared and aligned with CSD leadership expectations.
  • Deliver an overview of CSD, including its mission, structure, offices, and subdivisions, ensuring new employees understand how their roles connect to broader organizational functions and priorities.
  • Provide core federal employment information, including responsibilities related to time and attendance, payroll processes, telework/AWS expectations, leave categories, and compliance obligations.
  • Educate new employees on CISA work/life programs, such as employee assistance, wellness programs, workplace flexibilities, and other agency supported benefits that enhance workforce engagement and retention.
  • Present essential training and performance management guidance, including mandatory training requirements, performance plan development, evaluation timelines, and expectations for professional development.
  • Develop, update, and maintain all orientation materials, ensuring accuracy, accessibility, and alignment with current DHS, CISA, and CSD policy.
  • Coordinate with subject-matter experts across CSD, including HR, Workforce Operations, OCOS, IT, security, and division leadership, to ensure content remains up to date and relevant.
  • Track attendance, participation, and follow up actions, maintaining documentation needed for compliance, internal reporting, and program improvement.
  • Identify opportunities to enhance orientation effectiveness, recommending changes in structure, content, delivery, or technology to improve employee experience and organizational consistency.
  • Plan, coordinate, and execute the bi weekly CSD orientation session, ensuring all logistics, materials, and presenters are prepared and aligned with CSD leadership expectations.
  • Deliver an overview of CSD, including its mission, structure, offices, and subdivisions, ensuring new employees understand how their roles connect to broader organizational functions and priorities.
  • Provide core federal employment information, including responsibilities related to time and attendance, payroll processes, telework/AWS expectations, leave categories, and compliance obligations.
  • Educate new employees on CISA work/life programs, such as employee assistance, wellness programs, workplace flexibility, and other agency supported benefits that enhance workforce engagement and retention.
  • Present essential training and performance management guidance, including mandatory training requirements, performance plan development, evaluation timelines, and expectations for professional development.
  • Develop, update, and maintain all orientation materials, ensuring accuracy, accessibility, and alignment with current DHS, CISA, and CSD policy.
  • Coordinate with subject-matter experts across CSD, including HR, Workforce Operations, OCOS, IT, security, and division leadership, to ensure content remains up to date and relevant.
  • Track attendance, participation, and follow up actions, maintaining documentation needed for compliance, internal reporting, and program improvement.
  • Identify opportunities to enhance orientation effectiveness, recommending changes in structure, content, delivery, or technology to improve employee experience and organizational consistency.
  • Coordinate and track the full onboarding lifecycle for new CSD employees, conducting centralized status validation checks to ensure all onboarding actions are completed in accordance with CISA and DHS requirements.
  • Submit and manage IT onboarding tickets, including creation of network accounts, email addresses, group mailbox access, and assignment of IT resources, consistent with the processes outlined in DHS onboarding procedure (e.g., Remedy/ServiceNow submission, access provisioning workflows).
  • Support CSD security processing, including coordination of PIV card actions, security briefings, badge issuance, and verification steps with security offices, consistent with DHS onboarding expectations
  • Coordinate facilities access and workspace assignments, including building access forms, seating assignments, and coordination with facilities personnel to ensure readiness for new arrivals.
  • Oversee equipment issuance, ensuring laptops, peripherals, mobile devices, and other required equipment are ordered, tracked, and delivered in alignment with procedures described in onboarding documentation (e.g., IT equipment issuance processes)
  • Serve as a primary point of contact for new employees, supervisors, and internal stakeholders throughout the onboarding process, providing guidance, answering questions, and resolving delays or discrepancies.
  • Maintain onboarding records and documentation, tracking key milestones, required forms, confirmations, and any follow up tasks needed for compliance or reporting.
  • Identify process gaps and recommend improvements to streamline onboarding workflows, enhance new employee experience, and support Workforce Operations' continuous improvement initiatives, consistent with the expectations for detailed functional requirements described in RE: ESB FY27 Req
  • Serve as the conduit between OCHCO and the CSD workforce for all SLRB requests, inquiries, policy interpretations, and required follow up actions, ensuring consistent communication and timely handling of submissions.
  • Provide detailed guidance and step by step instructions to employees and supervisors on SLRB eligibility criteria, application processes, required documentation, approval workflows, and supporting justification standards.
  • Assist employees in preparing and completing all SLRB paperwork, including application forms, service agreements, financial documents, HR templates, and any associated justification materials, ensuring accuracy and completeness prior to submission.
  • Coordinate directly with OCHCO to resolve questions, discrepancies, and issues raised during the review process, serving as the central point of contact to ensure policy compliance and smooth processing of each application.
  • Maintain comprehensive program documentation for all CSD SLRB participants, including application packages, approval records, service agreements, correspondence, and historical files to support audits and leadership visibility.
  • Track and monitor continuing service requirements (CSR) for all CSD SLRB recipients, including service timelines, renewal cycles, expiration dates, obligations, and reminders, ensuring compliance with DHS and OCHCO policy requirements.
  • Provide regular reporting, status updates, and metrics to CSD Workforce Operations leadership to support strategic planning, program oversight, and ongoing improvement of incentive processes.
  • Develop and update SOPs, templates, checklists, and job aids to ensure consistency, clarity, and efficiency in SLRB processing across the CSD workforce.
  • Serve as the central coordination point for all CSD R3 requests, inquiries, and policy interpretation needs, providing consistent, authoritative guidance to employees, supervisors, and leadership.
  • Provide subject-matter expertise to supervisors and employees on appropriate use cases for incentives, including eligibility, justification standards, required documentation, and decision criteria, ensuring compliance with DHS and OCHCO policy.
  • Develop, review, and refine R3 request packages, including incentive memos, justifications, SF 50/SF 52 alignment, and supporting artifacts, to ensure completeness, accuracy, and readiness for CSD and OCHCO review.
  • Coordinate CSD's participation in the Cyber Retention Incentive (CRI) program, serving as the primary point of contact for CRI candidate identification, documentation

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