Talent Management Business Partner - Atlantic Coast Region

What You'll Do

• Partner with senior leaders to translate enterprise strategy into a cohesive talent roadmap that strengthens capability, accelerates growth, and supports operational excellence.
• Align talent priorities with business goals, ensuring leadership, workforce capability, and organizational design support revenue, margin, and customer-experience outcomes.
• Serve as the strategic connector between HR Centers of Excellence (TA, Learning, OD, DEI) and field/functional leaders.
• Assess leadership capability across multi-unit retail operations and build targeted development plans that elevate performance and readiness.
• Deploy leadership programs, coaching, and interventions that strengthen accountability, operational discipline, and culture.
• Partner with Learning & Development to design and deliver scalable programs for frontline, store, district, and regional leaders.
• Lead enterprise succession planning processes, ensuring strong bench strength for critical roles across stores, field operations, and corporate functions.
• Identify high-potential talent and accelerate readiness through targeted experiences, development plans, and cross-functional exposure.
• Monitor pipeline health and proactively address gaps that impact growth, continuity, or customer experience.
• Drive a performance culture that rewards results, strengthens accountability, and improves operational execution.
• Partner with leaders to diagnose organizational issues—structure, capability, spans/layers, role clarity—and recommend solutions that improve efficiency and effectiveness.
• Ensure consistent execution of performance management processes, including goal setting, calibration, and development planning.
• Lead long-range workforce planning to ensure the organization has the talent, skills, and leadership required for future growth, new formats, and market expansion.
• Use analytics to forecast capability needs, identify skill gaps, and inform hiring, development, and mobility strategies.
• Partner with Talent Acquisition to align hiring strategies with future capability requirements.
• Analyze engagement, turnover, and workforce sentiment data to identify root causes and design targeted interventions.
• Partner with field and functional leaders to embed enterprise culture, values, and leadership expectations into daily operations.
• Support DEI strategies that strengthen inclusion, representation, and equitable talent practices.
• Support the talent components of major enterprise initiatives, acquisitions, reorganizations, system implementations, and new store growth.
• Equip leaders to navigate change effectively through communication, capability building, and adoption support.
• Ensure talent implications of transformation are anticipated, planned for, and executed with minimal disruption.
• Leverage dashboards, KPIs, and predictive analytics to diagnose talent risks, identify trends, and inform strategic decisions.
• Provide leaders with insights on turnover, bench strength, readiness, capability gaps, and organizational health.
• Use data to influence leaders and drive accountability for talent outcomes.
• Partner with HRBPs, TA, Learning, Compensation, and DEI to deliver integrated talent solutions that support enterprise priorities.
• Ensure talent programs are scalable, consistent, and aligned across brands, regions, and functions.
• Serve as a strategic advisor to senior leaders on talent implications of business decisions.

  Required Qualifications

  • Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field (preferred).
  • 5+ years of experience in talent management, learning & development, performance management, or a related HR field.
  • Demonstrated experience leading succession planning, leadership development, or workforce-planning initiatives.
  • Strong consultative and strategic-advisory skills, with the ability to partner with and influence senior leaders.
  • Experience using talent analytics, dashboards, and KPIs to diagnose talent risks and inform decisions.
  • Experience designing or deploying scalable talent programs across a multi-unit or enterprise environment.

  Preferred Qualifications

  • Experience in retail, convenience, or multi-unit field operations.
  • Experience partnering across HR Centers of Excellence (Talent Acquisition, Learning, OD, DEI) in a matrixed organization.
  • Experience leading the talent components of large-scale change (acquisitions, reorganizations, system implementations, new-unit growth).
  • Familiarity with organizational design concepts, including structure, spans and layers, and role clarity.