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Auto Dealer Human Resource Manager Jobs in Renton, WA

Shape

Senior Human Resource Manager

Kent, WA · On-site

The Senior Human Resources Manager, Flow, serves as the strategic HR business partner and primary HR leader for an assigned business segment. This role is accountable for the full delivery of human ...

Flow Europe GmbH

Senior Human Resource Manager

Kent, WA · On-site

The Senior Human Resources Manager, Flow, serves as the strategic HR business partner and primary HR leader for an assigned business segment. This role is accountable for the full delivery of human ...

Auto Warehousing Company

Regional HR Manager

Tacoma, WA · On-site

$100K - $125K/yr

EAP; auto discounts; fitness reimbursement; a 401K plan with company contribution; and several ... Summary The Regional Human Resource Manager (RHRM) serves as a strategic partner to operations ...

Auto Warehousing Company

Regional HR Manager

Tacoma, WA · On-site

$100K - $125K/yr

EAP; auto discounts; fitness reimbursement; a 401K plan with company contribution; and several ... Summary The Regional Human Resource Manager (RHRM) serves as a strategic partner to operations ...

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All JobsAuto Dealer Human Resource JobsAuto Dealer Human Resource Manager JobsAuto Dealer Human Resource Manager Jobs in Renton, WA

Auto Dealer Human Resource Manager information

See Renton, WA salary details

$43.9K

$96.9K

$145.7K

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

As of Sep 1, 2026, the average yearly pay for auto dealer human resource manager in Renton, WA is $96,892.00, according to ZipRecruiter salary data. Most workers in this role earn between $77,600.00 and $112,500.00 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 job categories do people searching Auto Dealer Human Resource Manager jobs in Renton, WA look for?

The top searched job categories for Auto Dealer Human Resource Manager jobs in Renton, WA are:

What cities near Renton, WA are hiring for Auto Dealer Human Resource Manager jobs?

Cities near Renton, WA with the most Auto Dealer Human Resource Manager job openings:

Auto Dealer Human Resource Manager jobs near you

Senior Human Resource Manager

Kent, WA • On-site

Shape

8.3

Company rating: 8.3 out of 10

Based on 22 frontline employees who took The Breakroom Quiz

People enjoy working here

Good employer

Recommended by parents

Learn more about Shapeexternal

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 16 days ago

Job description

The Senior Human Resources Manager, Flow, serves as the strategic HR business partner and primary HR leader for an assigned business segment. This role is accountable for the full delivery of human resources services, including end-to-end talent acquisition, employee relations, workforce planning, and compliance.
Operating as both a strategic advisor and hands-on leader, the role partners closely with the Segment Leader and leadership team to align people strategies with business objectives, while ensuring consistent execution of enterprise HR programs, policies, and governance standards.
Key Responsibilities
Strategic HR Partnership
  • Serve as the primary HR advisor to the Segment Leader and leadership team
  • Build a strong, trust-based partnership with segment leadership to influence business decisions and outcomes
  • Translate business priorities into actionable HR strategies and workforce plans
  • Provide proactive insight on organizational risks, talent gaps, leadership effectiveness, and succession planning opportunities.

Talent Acquisition
  • Own and execute the end-to-end recruitment process for the segment, including workforce planning, requisition development, sourcing, interviewing, selection, and offer negotiation
  • Partner directly with the Segment Leader and hiring managers to define role requirements and hiring strategies
  • Develop proactive sourcing pipelines and ensure high-quality hiring outcomes aligned with business needs
  • Ensure a consistent, compliant, and timely hiring process aligned with internal approval workflows

Talent Management & Workforce Planning
  • Lead workforce planning, including headcount forecasting and succession planning in partnership with the Segment Leader
  • Identify skill gaps and implement hiring, development, or restructuring solutions
  • Drive performance management and talent calibration across the segment
  • Support leadership in developing high-potential talent and succession readiness

Employee Relations & Leadership Support
  • Lead complex employee relations matters including investigations, conflict resolution, and disciplinary actions
  • Coach and advise leaders on employee relations, performance management, and team effectiveness
  • Support leadership in building a high-performing, engaged, and accountable culture

HR Operations & Compliance
  • Ensure compliance with employment legislation and company policies
  • Maintain audit-ready documentation across hiring, employee relations, and employment actions
  • Oversee onboarding/offboarding and employee lifecycle processes within the segment
  • Partner with HR Operations, Payroll, Benefits, and HR Systems to ensure seamless service delivery

Organizational Effectiveness & Change Management
  • Support organizational design, restructuring, and growth initiatives
  • Lead change management efforts within the segment to ensure successful adoption and minimal disruption
  • Drive alignment between business strategy and organizational structure

Projects & Continuous Improvement
  • Lead or support key HR initiatives (e.g., HRIS implementation, job architecture, compensation governance)
  • Identify and implement process improvements to increase efficiency and consistency
  • Ensure alignment and execution of global HR initiatives within the segment

Scope & Impact
  • Primary HR leader for the Flow business unit
  • Full accountability for talent acquisition and HR delivery within the segment
  • Direct influence on business performance through workforce strategy, leadership effectiveness, and talent outcomes
  • High level of interaction with the Segment Leader and leadership team, requiring consistent visibility and accessibility
  • Fast-paced, operationally focused environment with competing priorities across talent, employee relations, and business initiatives

Qualifications & Experience
  • Bachelor's degree in Human Resources, Business Administration, or related field
  • 8-12+ years of progressive HR experience, including direct responsibility for recruitment and business partnering
  • Strong knowledge of employment legislation
  • Proven experience managing employee relations, full-cycle recruitment, and organizational development
  • Demonstrates strong partnership and influence with segment leadership
  • Delivers effective and timely hiring outcomes within established processes
  • Manages employee relations matters with consistency, professionalism, and minimal risk to the organization
  • Contributes to improved employee engagement, retention, and leadership capability within the segment
  • Ensures compliance and maintains high standards of documentation and governance

Skills & Competencies
  • Strong business acumen and ability to align HR strategy with operational priorities
  • Proven ability to build credibility and influence senior leaders
  • Excellent communication and leadership coaching skills
  • Provide timely, practical, and solutions-oriented HR support to leaders and employees
  • Maintain accurate, complete, and audit-ready documentation; ensure all HR practices align with internal policies and legislative requirements
  • Exercise sound judgment in employee matters, ensuring consistency, fairness, and compliance with company policies and applicable legislation

TRAVEL
  • Travel up to 10% of the time.

LOCATION
  • This position onsite

At SHAPE Technologies Group, we recognize that our employees are our greatest asset. We offer a competitive compensation package designed to attract and retain top talent, along with a comprehensive benefits program that supports the health, financial well-being, and work-life balance of our employees.
The salary range for this position is $120,000 to $130,000 USD annually plus bonus, depending on qualifications, experience and skills In addition to base pay, eligible employees have access to a comprehensive benefits package, which may include medical, dental, and vision coverage, a 401(k) retirement savings plan with company match, paid time off, paid holidays, life and disability insurance, employee assistance programs, and professional development opportunities.
At SHAPE Technologies Group, we are committed to providing rewarding career opportunities, a collaborative work environment, and opportunities for professional growth and advancement.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position. This role may require prolonged sitting and standing, use of a computer and standard office equipment, occasional lifting of up to 25 pounds, and domestic and international travel as business needs require.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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