Talent Management Business Partner - Gulf Coast Region

About the role

The Talent Management Business Partner - Gulf Coast Region is a strategic advisor for our RaceTrac Stores who ensures the organization has the leadership capability, talent depth, and workforce strategy required to deliver business results at scale within a specific region.

Responsibilities

• Translate enterprise priorities into integrated talent solutions — building a strong leadership bench, driving a performance culture, and aligning workforce capability with future growth needs.

• Through data, cross-functional partnership, and change leadership, the role strengthens execution, improves organizational health, and enables leaders to deliver consistent customer and business outcomes.

• Drive talent strategy and execution in partnership with HR and operations leaders, working across Talent, Learning, and HR Centers of Excellence to deliver enterprise talent strategies.

• 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.

Requirements

• 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.