This role is fully onsite out of our HQ in Fort Lauderdale, FL.

What You Own:

Market Relationships & Business Partnership 

• Serve as the primary talent contact for 3–4 market clusters, building trusted advisor relationships with Market Presidents and their leadership teams 

• Attend key market operating rhythms to stay embedded in business context, priorities, and talent dynamics 

• Translate the voice of the market back to the CoE to inform program design and enterprise priorities 

Talent Review & Succession 

• Facilitate talent review conversations for your markets, ensuring depth, candor, and actionable outcomes at every level 

• Drive succession pipeline visibility—identifying and developing the next generation of GMs, market leaders, and high-potentials 

• Partner with HRBPs on talent review prep and ensure 9-box calibration is meaningful, not just an exercise 

Performance Management Coaching 

• Coach people leaders through the full performance management lifecycle: mid-year check-ins, year-end ratings, and performance improvement conversations 

• Identify performance gaps early and connect leaders to the right resources before issues escalate 

• Champion the AutoNation rating framework and DRIVE behaviors as the foundation for performance conversations 

Engagement & Retention 

• Partner with HRBPs to translate Signal survey data into market-level action plans with accountable owners and measurable outcomes 

• Proactively identify flight risk and retention red flags—surface insights before they become exits 

• Act as a feedback loop between associates and leadership, ensuring engagement data drives real action 

Manager Capability Building 

• Deliver frontline coaching and just-in-time support to people leaders—meeting them where they are, not in the classroom 

• Reinforce DRIVE leadership behaviors through observation, feedback, and targeted development conversations 

• Partner with the CoE to identify capability gaps and inform leadership development program design 

• Facilitate targeted in-store modules when market data or performance trends indicate a specific need—covering topics such as delivering feedback, performance conversations, coaching skills, or DRIVE behaviors—bringing development directly to where leaders work 

• Travel to stores within your market cluster on an as-needed basis to deliver facilitation, support leader conversations, or address emerging talent situations that require an in-person presence 

Qualifications :

Minimum Qualifications 

• 5+ years of progressive HR, talent management, or organizational development experience 

• Demonstrated ability to build credibility and trust with senior business leaders 

• Experience facilitating talent reviews, succession planning, or leadership calibration conversations 

• Strong coaching skills with the ability to develop people leaders across levels 

• Analytical mindset—comfortable using engagement and talent data to surface insights and drive decisions 

• Exceptional communication skills; able to adapt from frontline associate conversations to Market President briefings 

• High degree of autonomy—this role requires someone who can operate independently in the market and self-manage against enterprise priorities 

• Willingness and ability to travel to store locations within assigned market cluster on an as-needed basis 

Preferred Qualifications 

• Experience in a multi-unit, decentralized, or retail-adjacent organization 

• Background in both HR Business Partner and CoE/specialist roles 

• Familiarity with Workday, Perceptyx, or similar HRIS/survey platforms 

• SHRM-CP, SHRM-SCP, or equivalent HR certification 

• Experience with 9-box calibration, succession planning frameworks, or talent review facilitation 

Success Looks Like 

In Year 1, a successful Talent Advisor will: 

• Have established trusted advisor relationships with each Market President in their cluster—not just a transactional HR contact 

• Have led at least one complete talent review cycle with actionable succession plans in place for each market 

• Reduced time-to-action on Signal survey results—market leaders have plans, not just data 

• Be proactively surfacing retention risks and talent gaps before they appear on leadership’s radar 

• Know who the next GMs and market leaders are in their cluster—and have active development plans in place