Regional Human Resources Business Partner

Regional Human Resources Business Partner Position Overview The Regional HR Business Partner (Regional HRBP) is a newly created, field-based strategic role. Regional HRBPs serve as the primary HR presence within their assigned regions, partnering directly with Regional Vice Presidents to drive talent strategy, organizational health, and business performance. This role operates at the most senior tier of our HR delivery model, focusing on strategic partnership and elevating HR's impact from transactional execution to genuine business influence. The ideal candidate brings both deep talent leadership expertise and demonstrated program and project management capability, ready to operate at the intersection of people strategy and business outcomes.

Key Responsibilities

Strategic Business Partnership

• Act as the primary HR advisor and strategic partner to assigned Regional Vice Presidents, building trusted relationships that support effective business and talent decisions.
• Develop a strong understanding of each region’s operational priorities, workforce challenges, market dynamics, and cultural landscape.
• Facilitate regular strategic touchpoints with regional leadership and Brand Presidents to provide guidance on leadership effectiveness, organizational health, team performance, and employee engagement.
• Advise leaders on organizational structure, role alignment, workforce design, and spans-and-layers optimization.
• Partner closely with Central HR to proactively manage employee relations matters, investigations, and conflict resolution processes.
• Serve as a trusted consultant to regional leaders on complex people-related decisions and organizational challenges.

Talent Management & Workforce Planning

• Lead regional talent strategies, including workforce planning, succession planning, internal mobility, and career development initiatives.
• Build proactive talent pipelines for critical and hard-to-fill roles in partnership with Recruiting and Central HR teams.
• Drive performance management processes across the region, including talent reviews, quarterly performance discussions, and implementation of talent management frameworks.
• Identify turnover risks and implement retention strategies to strengthen bench strength and succession readiness.
• Collaborate with business leaders to identify high-potential employees and create targeted development and sponsorship opportunities.
• Champion employee engagement and culture-building initiatives aligned with organizational values and strategic priorities.
• Support organizational design initiatives by determining areas requiring standardization versus regional flexibility.

Program Leadership & Project Management

• Lead the development, implementation, and continuous improvement of regional HR programs, including onboarding initiatives, workforce planning strategies, succession frameworks, and compensation review processes.
• Manage cross-functional HR initiatives in collaboration with Talent, Total Rewards, HR Excellence, and Central HR teams.
• Establish program metrics and success measures, providing insights and recommendations to senior HR and business leaders.
• Support enterprise-wide HR initiatives by serving as a key regional implementation partner for field operations.
• Participate in merger and acquisition integration activities, including change management and workforce transition support.

Qualifications

Experience

• 5–7+ years of progressive Human Resources experience, including significant HR Business Partner or HR Generalist experience supporting multi-site or field-based operations.
• Proven success in talent management, workforce planning, succession planning, and organizational development.
• Demonstrated experience managing HR programs and projects from strategy and design through execution and evaluation.
• Strong background partnering with senior leaders and executives as a strategic advisor and thought partner.

Knowledge & Skills

• Strong understanding of talent management practices, performance management methodologies, and organizational effectiveness principles.
• Working knowledge of employment laws and HR compliance requirements, including FLSA, FMLA, ADA, OSHA, and EEOC regulations.
• Excellent analytical, problem-solving, and decision-making capabilities with the ability to translate data into actionable business insights.
• Outstanding communication and relationship-building skills with the ability to influence stakeholders across all organizational levels.
• Strong organizational and project management skills with the ability to manage competing priorities in a fast-paced environment.
• Proficiency in Microsoft Office Suite, HRIS platforms, and people analytics tools.

Education & Certifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• SHRM-CP or SHRM-SCP certification preferred.

Travel Requirements This position requires approximately 50% travel, including regular overnight travel, to support assigned regions and business initiatives. Scope & Impact While this role does not include direct people management responsibilities, the Regional HRBP is expected to act as a mentor, coach, and capability builder across HR and operational teams. This is a high-impact role offering significant visibility and direct interaction with senior leadership across multiple brands and regions. The successful candidate will play a critical role in shaping workforce strategy, strengthening organizational capability, and driving business performance through people leadership.