Regional Human Resources Business Partner

Regional Human Resources Business PartnerPosition OverviewThe 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 ResponsibilitiesStrategic Business PartnershipAct as the primary HR advisor to assigned Regional Vice Presidents, developing strong partnerships that support informed and effective people decisions.Build a deep understanding of regional operations, workforce dynamics, market conditions, and organizational culture to provide tailored HR support.Facilitate regular strategic discussions with regional leadership to address organizational effectiveness, leadership development, team performance, and workforce challenges.Advise leaders on organizational structure, role alignment, workforce optimization, and spans-and-layers design.Identify and proactively address employee relations matters in partnership with the Central HR team, supporting investigations and resolution efforts as needed.Establish a consistent cadence of engagement with regional leaders to ensure alignment on talent priorities and business objectives.Talent Strategy & Workforce PlanningLead regional talent management initiatives, including workforce planning, succession planning, internal mobility, and career development strategies.Partner with Recruiting and Central HR teams to build talent pipelines for critical and leadership-level roles.Drive regional performance management processes, including quarterly talent reviews and execution of the organization’s performance management framework.Monitor turnover trends and succession readiness, implementing proactive retention and bench-strength strategies.Collaborate with leadership to identify high-potential employees and create targeted development opportunities, mentorship pathways, and succession plans.Champion employee engagement and culture-building initiatives that reinforce company values and business priorities.Support organizational design efforts by balancing enterprise consistency with regional operational needs.Program Leadership & Project ManagementLead the development, implementation, and continuous improvement of regional HR programs, including onboarding enhancements, succession planning frameworks, workforce planning initiatives, and compensation review processes.Manage cross-functional HR projects in partnership with Central HR, Talent Acquisition, Total Rewards, and HR Excellence teams.Define program success metrics, evaluate outcomes, and present insights and recommendations to senior HR and operational leaders.Support enterprise-wide HR initiatives and process improvement efforts, serving as a key implementation partner within the field organization.Participate in merger and acquisition integration activities, providing change management and people integration support at the regional level.Required QualificationsExperience5–7+ years of progressive Human Resources experience, including significant experience in an HR Business Partner or HR Generalist role supporting multi-site or field-based operations.Proven success in talent management, succession planning, workforce strategy, and organizational development.Demonstrated experience leading HR programs or initiatives from concept through execution and measurement.Strong background partnering directly with senior business leaders as a strategic advisor and consultant.Knowledge, Skills & CompetenciesStrong understanding of talent management practices, performance management frameworks, 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 skills with the ability to translate workforce data into actionable business insights.Exceptional communication and relationship-building skills, with the ability to influence stakeholders at all organizational levels.Ability to manage multiple priorities and projects effectively in a fast-paced and evolving environment.Proficiency in Microsoft Office Suite, HRIS platforms, and people analytics tools.Education & CertificationsBachelor’s degree in Human Resources, Business Administration, or a related discipline preferred.SHRM-CP or SHRM-SCP certification preferred.Travel RequirementsThis position requires approximately 50% travel across assigned regions, including regular overnight travel. Candidates must be flexible and able to travel based on business needs.Scope & ImpactWhile this role does not include direct people management responsibilities, the Regional HRBP will serve as a mentor, coach, and capability-builder to HR partners and operational leaders across the organization.This is a highly visible role offering direct exposure to executive leadership and the opportunity to influence business outcomes through strategic people leadership in a dynamic, multi-brand environment.