Softcard (acquired by Google)

Product Manager

• Leads the strategy and delivery of innovative products that support store associates and enhance customer experiences
• Drives value across key store touchpoints—including point of sale, delivery dispatch and route planning, and phone/order management
• Improves sales, efficiency, and satisfaction
• Aligns business, customer, and technology priorities
• Leads high-performing product teams, and fosters cross-functional collaboration
• Attracts and develops top talent
• Guides product strategy and execution
• Drives change and process improvement
• Delivers high-impact solutions that support one of the world’s largest automotive and industrial parts operations.

Senior Manager – Product Management, Store Experience

Human Resources

• serves as a strategic partner and consultant to leadership
• provides strategic business partnership and coaching to all levels of the organization
• serves as the first point of contact for people-related questions and concerns
• integrates and partners with HR COEs in Talent Acquisition, Learning & Development, and Compensation
• provides rigorous data analysis and reporting solutions based on business needs
• interprets and advises on human resources policies and procedures
• manages and facilitates performance management reviews and employee engagement surveys
• works with managers to identify training needs
• coaches supervisors and managers on how to address internal employee relations issues
• leads complex employee relation investigations
• may lead a team of Human Resources employees
• leads the strategy around employee experience and employee relations

HR Manager

People Operations

• Serve as the operational owner and subject matter expert for key compliance programs, ensuring adherence to federal, state, and internal HR regulations.
• Administer and manage the company’s random and targeted drug and alcohol screening program, including eligibility list maintenance, vendor coordination, screening scheduling, results tracking, and adjudication in partnership with Compliance.
• Lead regular I-9 audit reporting and compliance efforts, partner with field HR to ensure corrective action where necessary, and provide overflow support for centralized I-9 processing.
• Manage labor law poster compliance, including coordination of updates and distribution in partnership with HRIS, Workday, and external vendors to ensure required federal, state, and local postings are maintained.
• Oversee monthly Motor Vehicle Record (MVR) reporting for safety-sensitive, non-regulated roles, partnering with field HR and vendors to ensure annual compliance.
• Lead HR compliance audits involving background checks, E-Verify, pay transparency, and regulatory documentation.
• Provide advanced troubleshooting and training to HR teams on HR systems, lifecycle processes, and compliance protocols.
• Provide overflow support for employee-facing Service Desk operations, including call and case management in ServiceNow and Tier 1 support through Five9, ensuring operational continuity during peak volumes or staffing constraints.
• Provide backup support for sensitive workforce actions, including involuntary separations, reduction-in-force initiatives, termination tracking, severance documentation, and structured offboarding activities, ensuring all required forms, audits, and compliance steps are completed accurately.
• Provide secondary support for mergers and acquisitions activities, including employee data integration, onboarding alignment, and workforce restructuring efforts, partnering with primary stakeholders to ensure accurate execution.

People Operations Partner

Learning and Development

• Lead enterprise performance management cycles, ensuring clear expectations, quality feedback, and consistent execution across all business units.
• Oversee the creation, accuracy, and effectiveness of Individual Development Plans to support growth and long-term capability-building.
• Deliver a disciplined succession planning process that identifies high-potential talent, accelerates readiness, and mitigates leadership risk in critical roles.
• Design and execute scalable leadership development programs that build capability at all levels and strengthen the pipeline for future leadership roles.
• Partner with senior leaders and HRBPs to calibrate talent, assess leadership capability, and implement targeted development strategies that support enterprise priorities.
• Analyze talent data in partnership with analytics teams to identify trends across performance, development planning, succession, and leadership programs.
• Present clear and concise KPI updates, insights, and talent outcomes to senior leadership, reinforcing accountability and enabling informed decision-making.
• Serve as a trusted advisor to senior leaders, offering structured insight and practical guidance on leadership readiness, team health, and development priorities.
• Manage vendor partnerships, budgets, and program logistics to ensure consistent, high-quality delivery of talent and leadership initiatives.
• Stay current on emerging practices in talent planning, leadership development, and talent analytics to ensure solutions remain modern, relevant, and effective.

Director, Talent Planning – Leadership Development

• Provides strategic business partnership, thought partnership, and coaching to all levels of the organization.
• Serves as the first point of contact for people-related questions and concerns ensuring outstanding customer focus by delivering value-added, best in class Human Resources support.
• Integrates and partners with HR COEs in Talent Acquisition, Learning & Development, and Compensation to implement solutions and help scale the business.
• Provides rigorous data analysis and reporting solutions based on business needs.
• Interprets and advises on human resources policies and procedures to ensure that employment laws, standards, or regulations to are followed and applied accordingly.
• Manages and facilitates performance management reviews and employee engagement surveys throughout the year.
• Works with managers to identify training needs, partners with centralized HR teams to leverage resources, and identifies opportunities to localize content and delivery.
• Coaches supervisors and managers on how to effectively address internal employee relations issues.
• Organizes and maintains compliance policies in preparation for investigations.
• Leads complex employee relation investigations including harassment and ethics complaints, and works with leaders to resolve issues.
• May lead a team of Human Resources employees.
• Performs other duties as assigned.
• Leads the strategy around employee experience and employee relations, including creating and implementing Human Resources standards, practices and policies.

Recruitment

• Research and resolve all recruiting, pre-employment, and onboarding system or process inquiries from internal talent acquisition teams, hiring managers, and applicants.
• Review, approve, and post all job requisitions within our applicant tracking system (ATS), which also includes role assignment and job board management.
• Provide administrative support to our internal talent acquisition teams to attract top talent, ranging from talent community engagement, campaign (text or email) administration, and support during hiring events.
• Identify position vacancies and support management teams to proactively advertise hiring needs.
• Consistently build and maintain strong relationships with the internal HR community and hiring managers.
• Coordinate with internal talent acquisition teams, hiring manager and applicants to schedule interviews.
• Coordinate post-offer to hire process, including:
• Creating offer letters
• Launching background checks and scheduling drug screens
• Adjudicating background checks and making hiring decisions
• Completing the hire
• Acting as the primary point of contact for the candidate throughout the recruiting and onboarding process
• Communicating status updates and progress to the talent acquisition team and hiring managers
• Maintain compliance with federal and state regulations concerning job postings, recruiting practices and pre-hire employment.
• Provide support to acquisition employees who need assistance with adjusting and completing onboarding tasks.
• Identify opportunities that enhance the candidate, recruiter, and hiring manager experience.
• Ability to execute special projects, as assigned.

Recruiting Coordinator

Manager

• Serve as the on-site leader to ensure 100% execution of all elements in the Market Transformation Playbook across assigned stores.
• Support assigned NAPA Region as a key field resource to enable transformation objectives and initiatives.
• Personally complete critical in-store tasks requiring specialized oversight, including documenting store conditions and readiness prior to project start.
• Oversee and coordinate third-party labor teams executing initiatives such as Inventory Upgrades and Store Implementation Projects, directing efforts outside existing NAPA functional leadership scope.
• Act as primary field liaison, conveying feedback from stores and market leadership to the Transformation Management Office (TMO) to inform continuous improvement of the Market Transformation Playbook.
• Provide supplemental on-site support for transformation markets outside the primary assigned region as necessary to maintain continuity of TMO presence.
• Collaborate with Regional Vice Presidents and Market Directors to lead iterative TMO initiatives ('go-backs') and sustain store-level transformation presence after initial project phases.
• Regularly partner with Market Directors (Stores & Sales) to review and report on performance metrics and transformation progress by store cohort.
• Monitor transformation progress closely, identifying initiatives that fall short of targets and communicating root causes to relevant stakeholders.
• Serve as the field conduit between focus stores and the Store Success Team (SST), escalating and facilitating resolution of store issues beyond transformation scope to prevent recurrence.
• Refrain from managing teams owned by other NAPA leadership functions (e.g., Real Estate) or engaging in work outside the Market Transformation Playbook or assigned stores.

Field Manager – Market Transformation

Solutions Engineer

• Design and lead enterprise-grade Microsoft Power Platform solutions using Power Apps, Power Automate, Dataverse, Power Pages, and Power BI.
• Partner with business and IT stakeholders to translate requirements into secure, scalable, and maintainable architectures.
• Define and enforce architecture standards, best practices, and design patterns across Power Platform solutions.
• Conduct solution and design reviews to ensure alignment with security, compliance, and governance requirements.
• Establish and support Application Lifecycle Management (ALM) practices, including solution versioning, environment strategy, and deployment pipelines.
• Collaborate with the Power Platform Center of Excellence (CoE) to promote governance, adoption, and platform maturity.
• Design and oversee integrations with Dynamics 365, Azure services, APIs, and third-party systems.
• Provide technical mentorship to development teams.
• Contribute hands-on development when needed, primarily for complex, high-risk, or foundational components.
• Define and guide AI-enabled Power Platform solutions leveraging Copilot, AI Builder, and Azure OpenAI, ensuring responsible use, governance, and scalability.

Power Platform Enterprise Solution Architect

Engineer

• Designs and implements equipment and tooling for production processes
• Oversees generation and maintenance of CAD drawings for tooling and equipment design
• Provides support for design and development of new belting products
• Creates and implements process standards and specifications
• Utilizes Lean Manufacturing tools to help advance operational Continuous Improvement

Manufacturing Engineer

Outside Sales

• Drive growth of company-owned NAPA Auto Parts stores
• Promote NAPA products and programs to Wholesale Customers
• Work with store manager to increase sales
• Identify customer needs and align solutions
• Engage customers through eSales programs

Outside Sales Professional

Business Development Rep

• Expand Under Car product sales to current and new customers
• Communicate and execute strategic initiatives and sales promotions
• Provide training to store employees on NAPA Under Car programs
• Build long-term relationships with store owners
• Manage category specific sales blitz’s in assigned territory
• Achieve territory sales quotas

Business Development Manager – Undercar Sales

• Drive growth of company-owned NAPA Auto Parts stores, customer base, sales and profits.
• Promote the entire line of NAPA products and programs to Wholesale Customers.
• Work with local Store Manager to develop plans to increase sales and proactively initiate, contact, manage and develop leads on a local basis.
• Identify specific needs of customers and align solutions with NAPA's offerings.
• Work with manufacturer's representatives to improve program offerings and grow customer knowledge of lines.
• Engage customers and keep them connected through all of NAPA's eSales programs.
• Perform educational seminars, clinics and presentations on NAPA product lines and services.
• Maintain customer satisfaction and provide strong customer service including solving customer problems, complaints and questions in person or by telephone.

• Develops and maintains relationships with new and existing commercial & wholesale customers both in-store and in the field.
• Conducts regular sales calls and visits to body shops, dealerships, and industrial customers.
• Provides expert product knowledge and recommendations on NAPA’s PB&E products and services.
• Identifies customer needs across multiple sales channels and presents the full NAPA solution to increase category sales and improve customer satisfaction.

Business Development Manager, Paint Body & Equipment

Customer Support

• Responsible for calls of a non-routine nature that require deviation from standardized procedures.
• Handle situations that may require additional research based on customer response.
• Ensure customer expectations are accurately determined and fully met.
• Develop and broaden relationships within customer organization to understand needs and wants.
• Function as the inside half of the sales team to ensure transactions are error-free.
• Provide guidance and technical advice to less experienced Customer Service Representatives.
• Respond to customer inquiries, provide quotes, and take orders via various methods.
• Relate to all technical customer support activities within the business.
• Proactively generate sales and promote products to existing customers.
• Responsible for maintaining effective relationships with current and potential customers.

Customer Service Representative

Full-stack Engineer

• Develop software applications based on approved design
• Perform basic problem resolution analysis and correction
• Correct system problems as directed by manager
• Ensure projects are delivered on time and according to specifications
• Use standard coding techniques to ensure application performance meets requirements
• Work as part of a team for most projects

Senior Manager – Product Management, Store Experience

HR Manager

People Operations Partner

Director, Talent Planning – Leadership Development

HR Manager

Recruiting Coordinator

Field Manager – Market Transformation

Power Platform Enterprise Solution Architect

Manufacturing Engineer

Outside Sales Professional

Business Development Manager – Undercar Sales

Outside Sales Professional

Business Development Manager, Paint Body & Equipment

Customer Service Representative

Senior Software Developer