Regional HR Business Partner

Role Overview

• Serve as the primary strategic HR partner to Regional Vice Presidents and Market Operations Directors across multiple markets.
• Recommend, translate, and execute people initiatives aligned with operational goals, including workforce planning, leadership capability, retention, and culture.
• Anticipate emerging needs and challenges, proactively offering solutions—not just surfacing issues.
• Use data, trends, and insights to inform decisions and create interventions that scale across regions and store formats.
• Lead with a high level of independence, navigating ambiguity while influencing leadership toward optimal people decisions.
• Operate with end-to-end ownership, shifting fluidly between strategic planning, project execution, and tactical tasks that support daily operations.
• Drive and support enterprise initiatives (performance cycles, compensation reviews, org design changes, HR system launches) while ensuring field execution and adoption.
• Build repeatable, scalable processes that reduce manual lift for stores and improve consistency across regions.
• Establish rhythms, standards, and operating mechanisms that ensure consistency of HR support across regions.
• Diagnose root causes of operational and people challenges such as turnover, staffing models, leadership gaps, and team effectiveness, and develop targeted, scalable solutions to address them.
• Partner with field leaders to design and execute workforce plans that support current and future business needs, including staffing strategies, labor optimization, performance management, and leadership bench development.
• Implement interventions that improve operational readiness, strengthen leadership performance, and reinforce long-term organizational health across markets.
• Use analytical and dashboards to generate insights and make data-backed recommendations that enhance workflows, shift behaviors, and influence long-term strategy.
• Serve as the escalation point for complex employee relations matters across multiple districts.
• Guide leaders in consistent application of policies, values, and leadership behaviors.
• Shape and reinforce programs that enhance engagement, build teamwork, and reduce avoidable employee friction.
• Partner with Talent Acquisition on hiring strategies, forecasting, and capability planning for leaders and hourly teams.
• Support and influence leadership development, succession planning, career pathing, and bench readiness for multi-unit operations.
• Coach leaders to elevate their decision-making, communication, and team leadership effectiveness.
• Ensure all practices comply with federal, state, and local requirements across a growing multi-state footprint.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field
• 8+ years of progressive HRBP experience, with significant time supporting multi-unit operations in QSR, food & beverage, hospitality, or retail
• Demonstrated ability to translate people strategy into scalable, effective initiatives that drive meaningful business outcomes
• Proven experience operating as a senior-level individual contributor with strong cross-functional influence
• Exceptional ability to anticipate needs, diagnose problems, and drive solutions that scale
• Strong analytical mindset with the ability to interpret trends and turn insights into action
• Knowledge of employment laws and compliance considerations across multiple states
• Excellent communication, relationship-building, and influencing skills with leaders at all levels
• Comfort working in a fast-paced, high-growth environment with competing priorities and continuously evolving structures, processes, and practices.

Benefits

• competitive salary package including equity and 401K
• multiple medical, dental, and vision plans to meet all of our employees' needs
• many benefits and perks that are not listed