Regional HR Business Partner

Wonder is a mealtime platform that aims to make great food more accessible. They are seeking a Market People Leader (Regional HR Business Partner) to strategically work with regional leadership teams, translating people strategies into actionable programs while supporting a complex workforce environment.

Responsibilities:

• 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
• Influence leaders toward effective, long-term people decisions through strong judgment, business acumen, and operational understanding
• 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
• Partner cross-functionally to ensure strong execution of core HR programs including benefits, compensation, accommodations, investigations, and performance cycles
• Apply strong risk judgment to protect the business while maintaining trust and fairness across teams
• Lead people-related components of change tied to new market expansion, org design shifts, process improvements, or structural realignments
• Diagnose operational inefficiencies and create scalable HR processes that support growth and reduce complexity for leaders
• Influence field adoption of new tools, systems, and workflows through clear communication and partnership

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