Human Resources Business Partner

Who We Are We’re not in the wing business. We’re in the flavor business. It’s been our mission to Serve the World Flavor since we first opened in 1994, and we’re just getting started. 1997 saw the opening of our first brand partner operated Wingstop location, and by 2002 we had served the world one billion wings. It’s flavor that defines us and has made Wingstop one of the fastest growing brands in the restaurant industry. Above all else – our success is largely due to our people and our core values, or what we call The Wingstop Way of being entrepreneurial, service-minded, fun, and authentic. We believe having a strong people foundation centered on these collective values creates a crave‑worthy culture and talented team, as well as ensures our brand is poised for accelerated growth. We all win together. What We’ll Need Wingstop is looking for an HR Business Partner, Corporate Operations to provide dedicated HR support to the corporate Franchise Operations organization, including the VP East, VP West, and their respective teams. This role creates a clear HR coverage lane for directors and below in a function that does not currently have a dedicated HR partner. The HR Business Partner will support employee relations, talent processes, leadership coaching, and organizational effectiveness while partnering closely with the Senior Director, HR Business Partner and HR Centers of Excellence. Serve as the primary HR partner for the corporate Franchise Operations organization, supporting leaders across the VP East, VP West, and related teams. Partner with directors and managers on employee relations matters, including performance management, disciplinary actions, investigations, and workplace concerns. Conduct employee relations reviews and investigations with sound judgment, clear documentation, and consistent follow‑through. Coach leaders on performance expectations, team dynamics, employee communication, and practical people management decisions. Support organizational effectiveness work, including team structure, role clarity, change management, and leader effectiveness as the function continues to evolve. Execute talent management processes for the client group, including mid‑year reviews, year‑end reviews, calibration support, and succession discussions. Partner with the Senior Director, HR Business Partner on enterprise HR initiatives and ensure consistent execution within Franchise Operations. Collaborate with Centers of Excellence across Talent Acquisition, Total Rewards, Learning and Development, and HR Operations to support business needs. Identify recurring employee relations, talent, and organizational themes and recommend practical actions that improve leader capability and team effectiveness. What You’ll Need Bring 5+ years of progressive HR business partnering experience, preferably supporting operations, field, retail, restaurant, or multi‑unit client groups. Demonstrate strong employee relations judgment, including experience managing workplace investigations, performance concerns, and disciplinary matters. Apply working knowledge of HR policies, employment practices, and manager coaching in a way that balances business needs, employee experience, and risk. Navigate a multi‑stakeholder environment with leaders, directors, HR partners, and Centers of Excellence. Communicate clearly and professionally through sensitive employee and leader conversations. Build trust with leaders by providing practical guidance, consistent follow‑up, and clear recommendations. Bring experience in a QSR, retail, restaurant, or franchise‑model organization, preferred. Hold a bachelor's degree in Human Resources, Business, or a related field, or bring equivalent practical HR experience. Hold SHRM‑CP or PHR certification, preferred. Who You Are No job is too small. You recognize that the real work happens in the restaurants, and everything we do should support their success. You stay humble, roll up your sleeves, and always look for ways to help. You learn from others and contribute wherever you can. You care deeply about doing great work and driving results. You’re curious, ask questions, and seek out opportunities to improve. You don’t just point out problems—you bring solutions, ideas, and perspectives that move the team forward. You take full responsibility for your work and see things through to completion. You aren’t afraid to fail because you know that failure is a part of learning and growth. You take action, move fast, and keep pushing forward. You lead with empathy, respect, and emotional intelligence. You collaborate effectively, fostering a culture of trust and constructive feedback. You understand the importance of teamwork and ensure that your actions build others up rather than break them down. You push yourself and others to be better. You embrace healthy conflict, knowing that great ideas and strong teams emerge from honest, constructive conversations. You believe that leaders create leaders and are committed to fostering a culture of growth, challenge, and continuous improvement. Benefits Unlimited paid time off for exempt employees One paid volunteer day of your choice Competitive bonus structure for eligible roles Team member stock purchase plan Health savings or flexible spending account options 401k – (dollar for dollar on the first 3% and then 50 cents on the dollar for the next 2% for team member contributions up to 5% of eligible compensation) Comprehensive medical, dental, and vision benefits Basic life and AD&D insurance provided Pet insurance Education Assistance Wellness reimbursement program Paid maternity and paternity leave Fun Is The Best Flavor Lunch provided every Tuesday and Thursday in office Discount on Wingstop gift cards Onsite game room Wingstop provides equal opportunities for everyone that works for us and everyone that applies to join our team, without regard to sex or gender, gender identity, gender expression, age, race, religious creed, color, national origin, ancestry, pregnancy, physical or mental disability, medical condition, genetic information, marital status, sexual orientation, any service, past, present, or future, in the uniformed services of the United States (military or veteran status), or any other consideration protected by federal, state, or local law. #J-18808-Ljbffr