Sr. HR Manager

Description

The Senior Human Resources Manager is a hands-on, results-oriented leader responsible for shaping how Human Resources supports our people, strengthens our culture, and drives business performance across Soapy Joe's Car Wash.

This is not a traditional, behind-the-desk HR leadership role. We are looking for someone who is equally comfortable developing people strategies, coaching leaders in the field, solving complex employee challenges, and rolling up their sleeves to get things done. Working with a lean HR team, this individual will play a pivotal role in redefining how HR partners with Operations to attract, develop, engage, and retain exceptional talent at our store locations.

Reporting to the Chief People Officer, the Senior Human Resources Manager will lead a team that includes HR Business Partners, a Payroll Manager, and an Office Manager. This leader will establish a more proactive, collaborative, and accountable HR business partnership model—one that moves beyond traditional HR support to actively influence store performance, leadership effectiveness, employee engagement, and organizational culture.

While responsible for providing overall oversight of the HR function, the greatest opportunity for impact will be in the field: building strong talent pipelines, developing capable store leaders, improving retention, and creating an employee experience that translates directly into exceptional customer service and wash quality.

The successful candidate will bring the leadership experience to develop a high-performing HR team, the business acumen to connect people initiatives to operational results, and the initiative and resourcefulness to turn ideas into meaningful, lasting improvements.

Requirements

HR Leadership & Business Partnership

• •Lead, coach and develop a lean HR team, including HRBP's, Payroll Manager and Office support. Establish clear expectations, accountability, and a culture of collaboration, support, and continuous improvement.
• •Work with the HRBP team to redefine and strengthen the HRBP model to deliver proactive, consistent, and impactful support to field leadership.
• •Establish strong partnerships with the operations team in the field, gaining first hand understanding of challenges, staffing needs, and opportunities. Work directly with operations leadership in a support role to find valuable solutions.
• •Partner with the CPO to translate organizational priorities into actionable HR initiatives to ensure successful execution.

Development, Workforce Planning, and Culture

• •Support the CPO and VP of Operations in developing effective strategies and plans to ensure we have the right people in the right roles.
• •Develop programs that attract and retain the right talent, build career and succession pipelines, and build a reputation of being a truly great place to work.
• •Collaborate closely with Director of Learning & Development as well as operations leaders to establish programs that are aligned and focused on developing top performing talent.
• •Champion a positive, performance-driven culture that reflects Soapy Joe's values and establishes high standards.

HR Operations

• •Provide leadership and oversight of the full HR function including ER, compliance, payroll, benefits, leave administration, HRIS, performance management, and policy administration.
• •Provide guidance and support to HRBP's on complex employee relations matters, investigations, performance challenges and organizational decisions.
• •Drive the team towards continuous improvement to consistently ensure HR practices are both compliant and balanced to business need.

Qualifications:

• •Bachelor's degree in HR, Business Administration preferred
• •SPHR, SHRM-SCP or equivalent certification preferred
• •Minimum 8+ years in the HR field; showing progressive growth in position and leadership roles
• •Experience in multi-unit retail highly preferred in a role driving collaboration, culture, engagement and communication
• •Demonstrated success building effective HR business partnerships and aligning strategies with operational priorities
• •Strong experience in workforce planning, talent development, employee engagement
• •Experience supporting multi-location, frontline, or operationally intensive workforces.
• •Working knowledge of all major HR functions including ER, compliance, payroll, benefits, leave administration and performance management.
• •Excellent communication, coaching, relationship-building, and problem solving skills.
• •Proven track record of developing programs to identify, develop and train top performing talent