ZipRecruiter

Log In

1

Market People Leader Jobs (NOW HIRING)

NAPA

Market People Partner

Mount Vernon, IL · On-site

SummaryThe Market People Partner serves as a trusted HR advisor and leader for the NAPA People (HR) team in their assigned area, to implement high impact people initiatives. Reporting to the Director ...

NAPA

Market People Partner

Oklahoma City, OK · On-site

SummaryThe Market People Partner serves as a trusted HR advisor and leader for the NAPA People (HR) team in their assigned area, to implement high impact people initiatives. Reporting to the Director ...

Walmart

(USA) Market People Partner

Greenville, NC · On-site

$90K - $180K/yr

The (USA) Market People Partner leads the execution of workforce management and talent acquisition strategies to enhance associate experience, retention, and business performance across assigned ...

Wonder Group, INC

Regional HR Business Partner

VA · Remote

The Market People Leader will operate across a large and complex hourly and salaried workforce environment. They will be deeply embedded with field leadership--supporting strategic planning ...

Grubhub

Regional HR Business Partner

The Senior Market People Leader will operate across a large and complex hourly and salaried workforce environment. They will be deeply embedded with field leadership-supporting strategic planning ...

Wonder Group, Inc.

Regional HR Business Partner

The Senior Market People Leader will operate across a large and complex hourly and salaried workforce environment. They will be deeply embedded with field leadership-supporting strategic planning ...

next page

Showing results 1-20

All JobsBusiness JobsSales JobsSales Manager JobsMarket People Leader Jobs

Market People Leader information

See salary details

$10

$25

$72

How much do market people leader jobs pay per hour?

As of Sep 13, 2026, the average hourly pay for market people leader in the United States is $25.73, according to ZipRecruiter salary data. Most workers in this role earn between $15.38 and $24.04 per hour, depending on experience, location, and employer.

What does a market people leader do?

A market people leader is responsible for managing and developing the workforce within a specific market or region. They oversee talent acquisition, employee engagement, and leadership development, often using HR tools and data to align team performance with business goals.

What cities are hiring for Market People Leader jobs?

Cities with the most Market People Leader job openings:

What states have the most Market People Leader jobs?

States with the most job openings for Market People Leader jobs include:

What are popular job titles related to Market People Leader jobs?

For Market People Leader jobs, the most frequently searched job titles are:

Market People Partner

Saint Louis, MO • On-site

Genuine Parts Company
Retail • 10K+ employees
Learn more about Genuine Parts Companyexternal

Full-time

Re-posted 5 days ago

Key responsibilities

  • Proactively consults with leadership to ensure talent needs are fulfilled through talent acquisition, planning, and retention efforts.

  • Manages employee programs including onboarding, training, compliance, and offboarding processes.

  • Conducts data collection, reporting, and analysis related to employee lifecycle metrics to inform decision-making.

Genuine Parts Company rating

7.3

Company rating: 7.3 out of 10

Based on 63 frontline employees who took The Breakroom Quiz

Job description

Summary
The Market People Partner serves as a trusted HR advisor and leader for the NAPA People (HR) team in their assigned area, to implement high impact people initiatives. Reporting to the Director, People, they partner closely with leaders to develop strategic alignment and guidance on core People functions (e.g., talent acquisition, talent planning, onboarding, learning and development, employee engagement, performance management, compensation, and compliance). The Market People Partner ensures the engagement of NAPA's growing employee workforce by effectively managing all components of the employee lifecycle to drive NAPA strategic priorities.
Responsibilities
  • Proactively consults with NAPA leadership to ensure short and long-term talent needs are fulfilled through effectively implementing talent acquisition, talent planning and employee retention efforts.
  • Partner with Talent Acquisition team to review and monitor staffing needs, and ensure facilities remain staffed to meet priority business needs.
  • Partners with HR Talent Planning COE and Managers to assess current workforce capabilities, identify current readiness and succession gaps, and provides targeted development experiences as needed.
  • Requires ambitious standards in performance management, employee coaching, discipline documentation and other employment documentation from People teammates.
  • Manages employee programs, including new hire onboarding and orientation, manager training, compliance training, skill and process-based learning and development, and offboarding.
  • Leads and supports key employee focused events throughout the year such as performance reviews, leadership meetings, monthly meetings, engagement surveys, safety programs, and benefits enrollment.
  • Conducts data collection, reporting and analysis across teammate lifecycle for informed decision-making such as employee retention reporting to identify turnover trends, root causes, and partnering with leaders to implement targeted engagement and development strategies.
  • Maintains compliance with company, federal, state, and local regulations related to policies, employment, compensation, safety, workers compensation and security.
  • Ensures the accurate processing of payroll for hourly and salaried staff (including payroll deductions, salary adjustments, timesheet reconciliation & time/attendance tracking)
  • Ensures relevant administrative employee files are maintained. Including accurate and up-to-date employee data within the HRIS system.
  • Reviews, tracks and documents compliance with required training, continuing education and work assessments.
  • Represents the company in handling unemployment claims processing as needed.
  • Supports benefits administration by conducting benefits orientation, responding to benefits questions, and communicating around the annual enrollment process.
  • Implements excellent HR operations across all sites within designated area of responsibility.
  • Maintains knowledge of trends, best practices, regulatory changes and new technologies in human resources, talent management and employment law.

Qualifications
  • High school diploma and 5 years experience implementing HR process in a high growth environment.
  • 1+ years proven ability to lead teams and drive results without direct reporting authority.
  • Collaboration skills focused on consultations with NAPA leadership, peers, and business partners to drive operational projects and or programs.
  • Experience supporting multiple locations to drive HR operational success.
  • Strong understanding and delivery of People team components to include talent acquisition, talent planning, onboarding, learning and development, employee engagement, performance management, compensation, and compliance.
  • Intermediate proficiency with Microsoft Office applications - Outlook, Excel, Word, PowerPoint.
  • Familiarity with HRIS systems, reporting and analytics tools.
  • Proven ability to manage complex HR challenges and implement solutions in alignment with business goals.
  • Experience with payroll, compliance, benefits administration and unemployment claims processing.
  • Ability to maintain confidential and sensitive information.
  • Familiarity with laws, regulations, and guidelines, related to HR and state-to-state differences.

Preferred Qualifications
  • Bachelor's degree in human resources, Business Administration or related field.
  • 5+ years of experience and 2+ years proven ability to lead teams and drive results without direct reporting authority.
  • SHRM or HRCI certification (SHRM-SCP or SPHR) a plus.
  • Workday and Kronos experience preferred.
  • Experience working in a warehouse, distribution center, or retail environment.

Leadership
  • Embodies the following values: serve, perform, influence, respect, innovate, team.
  • Effectively communicates by motivating and inspiring others through clear and proactive communication.
  • Delivers results and drives customer success by committing and focusing on outcomes to deliver results and making the customer the center of decisions.
  • Makes balanced decisions and thinks strategically by being a forward thinker.
  • Develops high-performing teams by providing inclusive leadership, attracting and developing world-class talent, providing ongoing feedback, and building trust across the organization.

People Capabilities
  • Business Acumen: Must possess industry, organization, and financial knowledge.
  • Strategic Consulting: Must be able to provide consultative problem-solving, as well as project and risk management competency.
  • Relationship Management: Must promote collaboration, networking, persuasion and influence.
  • Data Judgement: Must be able to provide data foundations, interpretation and storytelling.
  • Talent Management: Provide strategic HR expertise, employee experience management, change management and technological savviness.
  • Agility: Must lead with a growth mindset and drive innovation and iteration.

Physical Demands / Working Environment
  • Must be able to work in an office environment.
  • Must be able to work in a distribution, warehouse, or retail environment.
  • Ability to travel up to 60% throughout assigned area or region.

Not the right fit? Let us know you're interested in a future opportunity by joining our Talent Community on jobs.genpt.com or create an account to set up email alerts as new job postings become available that meet your interest!
GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.

What Genuine Parts Company employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply