Human Resources Business Partner

About the role

The Human Resources Business Partner serves as a strategic partner to the Regional Vice President and regional leadership team, supporting the region's ability to deliver strong business results through effective leadership, organization design, and talent decisions.

Essential Duties & Responsibilities

• Serve as the primary HR partner to the Regional Vice President, advising on people, leadership, and organizational needs in support of regional business priorities.
• Develop a strong understanding of the region's business model, operating rhythms, and performance drivers to align people strategies with business outcomes.
• Partner with the RVP and leadership team to strengthen performance through regular talent reviews, leadership coaching, and focused follow-through that improves execution and accelerates development.
• Coach leaders on leadership effectiveness, decision-making, accountability, and team dynamics.
• Identify people and organizational challenges early, diagnose root causes, and recommend practical, achievable solutions.
• Partner with regional leaders on organizational structure, role clarity, and team design to ensure the region is set up to operate effectively and scale as needed.
• Lead strategic workforce planning discussions, including capacity planning, hiring strategy, bench strength, and leadership succession.
• Interpret workforce and people data to identify trends, risks, and opportunities, translating insights into clear guidance and actions for leaders.
• Partner with HR Centers of Excellence to deploy talent solutions (hiring, development, rewards, performance) in ways that meet regional needs and are effective in the field.
• Guide leaders through change, including organizational updates, role transitions, and new ways of working, with a strong focus on leader readiness and people impact.
• Support onboarding and transition of new leaders, including District Managers.
• Build strong, trusting relationships with leaders through consistent visibility, coaching conversations, and follow-up.
• Partner closely with HR operations and corporate HR teams to ensure people initiatives are delivered effectively and feedback from the field informs continuous improvement.
• Maintain a pulse on team culture, engagement, and trends; proactively advise leaders on actions to strengthen team health.
• Provide feedback from the field to HR partners to improve programs, tools, and support.

Qualifications

• 3--7 years of progressive HR experience, including experience supporting managers and leaders.
• Hands-on experience with core HR activities such as employee relations, performance management, and manager coaching.
• Ability to translate workforce data and trends into clear talent insights and recommended actions for leaders.
• Ability to build positive working relationships and provide practical guidance to leaders at multiple levels.
• Comfort identifying people and team issues and partnering with others to resolve them.
• Ability to manage multiple priorities in a fast-paced, field-oriented environment.
• Strong written and verbal communication skills.
• Willingness and ability to travel regularly and maintain consistent field presence.