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. Business Partnership Serve as the dedicated strategic HR partner for two assigned Regional Vice Presidents, building trusted, high-impact relationships that enable business leaders to make better people decisions. Maintain deep knowledge of each region’s operational context, talent landscape, competitive dynamics, and cultural nuances. Conduct regular structured touchpoints with RVPs and Brand Presidents, functioning as a thought partner and coach on leadership effectiveness, team dynamics, and organizational challenges. Provide strategic counsel on organizational restructures, role design, and spans-and-layers decisions within assigned regions. Proactively surface and address employee relations issues, working in concert with the Central HR team on investigations and resolution processes. Establish and maintain an ongoing rhythm of business partnership with regional leaders, serving as a trusted advisor on key people decisions. Talent Management & Workforce Strategy Own the regional talent strategy, including workforce planning, succession planning, career pathing, and internal talent movement within assigned regions. Lead proactive pipeline development for key and critical roles; partner with Recruiting and the Central HR team on sourcing strategy and candidate slates for exempt-level positions. Drive performance management activity in the region, including the talent management playbook and quarterly PM review processes. Anticipate turnover risk and develop proactive mitigation strategies; maintain a current view of regional bench strength and succession readiness. Partner with RVPs to identify high-potential talent and design development pathways, including pipeline programs and sponsorship opportunities. Lead or co-lead regional culture-building initiatives and employee engagement strategies aligned to company values and business priorities. Support organizational design work, including defining what should be standardized versus locally determined within each region. Program & Project Ownership Own the design, deployment, and ongoing refinement of regional HR programs from inception through execution, including onboarding enhancement programs, workforce strategy playbooks, succession playbooks, and regional compensation reviews. Manage cross-functional HR projects in a field environment, coordinating across the Central HR team, HR Excellence, Total Rewards, and the Talent organization. Define and track program success metrics; present outcomes and recommendations to senior HR and business leaders. Partner with HR Excellence on process improvement initiatives that have regional application; serve as a key implementation partner for enterprise HR programs rolling out to the field. Support M&A integration activities as assigned, including change management support for field-level people integration work. Required Qualifications 5‑7+ years of progressive HR experience, with significant experience in a business partner or generalist capacity supporting multi‑site or field-based operations. Demonstrated track record in talent management, succession planning, and workforce strategy – not just transactional HR execution. Proven experience owning and managing HR programs or projects end-to-end, from design through deployment and measurement. Experience working directly with senior business leaders (VP-level and above) as a strategic advisor and thought partner. Knowledge & Competencies Strong working knowledge of talent management frameworks, performance management practices, and organizational effectiveness principles. Solid understanding of applicable employment laws and HR policies (FLSA, FMLA, ADAA, OSHA, EEOC). Excellent analytical and problem-solving skills; ability to translate data and trends into actionable talent and business insights. Exceptional interpersonal and executive communication skills, with the ability to influence without authority at all levels of the organization. Strong organizational skills and the ability to manage multiple programs and priorities in a fast‑paced, ambiguous environment. Proficient with Microsoft Office Suite; comfort with HRIS systems and people analytics tools. Education & Certification Bachelor’s degree in Human Resources, Business, or a related field preferred. SHRM‑CP or SHRM‑SCP credential preferred. Travel Requirements This role requires approximately 50% travel to support assigned regions, including regular overnight travel. Candidates must have the ability and flexibility to travel as business needs dictate. Scope & Reporting This position has no direct supervisory responsibilities. However, the Regional HRBP is expected to serve as a coach and capability-builder for HR Business Partners on the Central team and operational partners, elevating the broader HR function. This is a high‑visibility, high‑accountability role with direct exposure to senior leadership across multiple regions and brands. It is designed for an HR professional ready to operate at the intersection of people strategy and business performance in a dynamic, PE‑backed, multi‑site environment. #J-18808-Ljbffr