HR Business Partner R143 & R144

About the role

The HR Business Partner role acts as a strategic partner for the Brand, ensuring that HR possesses deep knowledge of business objectives and the HR strategy is embedded into functional areas in support of business goals. The incumbent provides strong, consistent HR leadership to the function with the objective of adding value to the organization using business, operational, analytics and talent management acumen.

Responsibilities

• Serve as a trusted advisor to the Regional Director, providing strategic HR insight to support operational decision-making and problem-solving.
• Partner with the Regional Support Team to align HR strategies with business goals and contribute to regional planning.
• Bring a team member focused lens to business challenges and opportunities to improve performance and engagement.
• Act as a key leader within the Regional Support Team, fostering collaboration across HR, Operations, Merchandising, Asset Protection, and Customer Service.
• Represent HR in regional leadership meetings, providing insights and recommendations on workforce trends.
• Support regional initiatives, projects, and store/holiday readiness walks.
• Monitor and analyze HR and labor metrics including staffing levels, overtime, turnover, absenteeism, applicant flow, and workforce utilization.
• Translate data insights into actionable recommendations to improve performance and associate experience.
• Partner with field leaders to drive data-informed decision-making and proactive workforce planning.
• Guide leaders through the performance management cycle including goal setting, reviews, and corrective action processes.
• Lead calibration sessions to ensure fairness and consistency in performance evaluations.
• Provide tools and coaching to strengthen feedback and development conversations.
• Promote a positive work environment through engagement and timely issue resolution.
• Conduct investigations and document findings, ensuring fair and consistent outcomes.
• Provide guidance on coaching, discipline, and conflict resolution.
• Identify and develop high-potential talent; support succession planning and leadership pipelines.
• Facilitate leadership development programs and training initiatives.
• Support Store Manager and Assistant Store Manager development processes and readiness.
• Partner with Learning & Development to deliver impactful training aligned to business needs.
• Identify skill gaps and recommend targeted learning solutions.
• Monitor effectiveness of training and reinforce a culture of continuous development.
• Partner with Talent Acquisition and field leaders to ensure timely and effective hiring.
• Monitor staffing levels and support workforce planning and bench strength development.
• Ensure consistent and engaging onboarding experiences across the region.
• Ensure adherence to employment laws, company policies, and ethical standards.
• Support audits, compliance reviews, and HR-focused store visits.
• Deliver HR policy training and reinforce consistent execution across locations.
• Lead HR-related aspects of organizational change initiatives (e.g., leadership transitions, restructures, new store openings).
• Champion company culture and values across all locations.
• Act as a change agent driving continuous improvement.
• Drive participation in engagement surveys and facilitate action planning.
• Monitor engagement trends and partner with leadership to implement improvements.
• Conduct stay interviews and support retention strategies.
• Support cross-functional HR initiatives and company-wide program rollouts.
• Manage key stages of the employee lifecycle including onboarding, development, and exit processes.
• Provide field insights to inform HR strategy and program enhancements.

Requirements

• Understanding of HR best practices, employment law, and labor trends
• Knowledge of workforce planning, talent management, and performance management processes
• Familiarity with HRIS systems and data analytics tools
• General understanding of retail or field-based operations
• Building and sustaining relationships
• Strong business and HR acumen
• Analytical and problem-solving skills
• Effective communication and presentation skills
• Influencing and coaching skills
• Customer focus
• Organizational and time management skills
• Intermediate Microsoft Office, Excel and data analysis skills
• Ability to lead through influence in a matrixed environment
• Ability to manage multiple priorities in a fast-paced environment
• Ability to translate data into actionable insights
• Ability to handle sensitive situations with professionalism and confidentiality
• Ability to travel within assigned region

Qualifications

• Bachelor's Degree in Human Resources, Business Administration, or related field preferred
• 2-4 years of progressive HR experience and/or related field based operations experience
• Experience in employee relations, performance management, and talent development preferred
• Experience supporting field or multi-site operations is a plus

Benefits

Our comprehensive benefits package includes:

• Medical, vision, and dental coverage, as well as cessation programs, to encourage you to be your healthiest self
• Parental leave and adoption assistance so you can grow your family
• A 401(k) plan with company-match to help you save for the future
• An Employee Assistance Program to assist you in navigating life's challenges
• Paid time off designed to support a healthy work-life balance
• Discounts for team members to make your money go further

Pay

Details TBD

Schedule

Hybrid Remote: This position is based out of Carlisle, PA and will require 3 days a week in the office.

Contact Information

To apply, please visit our careers page or contact the Customer Service Department.

Equal Opportunity Employer

The GIANT Company is an equal opportunity employer. We comply with all applicable federal, state, and local laws. Qualified applicants are considered without regard to sex, race, color, ancestry, national origin, citizenship status, religion, age, marital status (including civil unions), military service, veteran status, pregnancy (including childbirth and related medical conditions), genetic information, sexual orientation, gender identity, legally recognized disability, domestic violence victim status, or any other characteristic protected by law.

Transparency in Coverage

Group health plans are required to make publicly available machine-readable files that include in-network rates and out-of-network allowed amounts and billed charges. Click the link to view the in-network rates and out-of-network allowed amounts and billed charges for health benefits offered by The Giant Company.