Wonder

Senior Market Leader

Wonder

full-time

Posted on:

Location Type: Remote

Location: Maryland • Massachusetts • United States

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Salary

💰 $119,000 - $149,000 per year

Job Level

Senior

About the role

  • Serve as the primary strategic HR partner to Regional Vice Presidents and Market Operations Directors across multiple markets.
  • Recommend, translate, and execute people initiatives aligned with operational goals, including workforce planning, leadership capability, retention, and culture.
  • Anticipate emerging needs and challenges, proactively offering solutions—not just surfacing issues.
  • Use data, trends, and insights to inform decisions and create interventions that scale across regions and store formats.
  • Lead with a high level of independence, navigating ambiguity while influencing leadership toward optimal people decisions.
  • Influence leaders toward effective, long-term people decisions through strong judgment, business acumen, and operational understanding.
  • Operate with end-to-end ownership, shifting fluidly between strategic planning, project execution, and tactical tasks that support daily operations.
  • Drive and support enterprise initiatives (performance cycles, compensation reviews, org design changes, HR system launches) while ensuring field execution and adoption.
  • Build repeatable, scalable processes that reduce manual lift for stores and improve consistency across regions.
  • Establish rhythms, standards, and operating mechanisms that ensure consistency of HR support across regions.
  • Diagnose root causes of operational and people challenges such as turnover, staffing models, leadership gaps, and team effectiveness, and develop targeted, scalable solutions to address them.
  • Partner with field leaders to design and execute workforce plans that support current and future business needs, including staffing strategies, labor optimization, performance management, and leadership bench development.
  • Implement interventions that improve operational readiness, strengthen leadership performance, and reinforce long-term organizational health across markets.
  • Use analytical and dashboards to generate insights and make data-backed recommendations that enhance workflows, shift behaviors, and influence long-term strategy.
  • Serve as the escalation point for complex employee relations matters across multiple districts.
  • Guide leaders in consistent application of policies, values, and leadership behaviors.
  • Shape and reinforce programs that enhance engagement, build teamwork, and reduce avoidable employee friction.
  • Partner with Talent Acquisition on hiring strategies, forecasting, and capability planning for leaders and hourly teams.
  • Support and influence leadership development, succession planning, career pathing, and bench readiness for multi-unit operations.
  • Coach leaders to elevate their decision-making, communication, and team leadership effectiveness.
  • Ensure all practices comply with federal, state, and local requirements across a growing multi-state footprint.
  • Partner cross-functionally to ensure strong execution of core HR programs including benefits, compensation, accommodations, investigations, and performance cycles.
  • Apply strong risk judgment to protect the business while maintaining trust and fairness across teams.
  • Lead people-related components of change tied to new market expansion, org design shifts, process improvements, or structural realignments.
  • Diagnose operational inefficiencies and create scalable HR processes that support growth and reduce complexity for leaders.
  • Influence field adoption of new tools, systems, and workflows through clear communication and partnership.

Requirements

  • Bachelor’s degree in Human Resources, Business Administration, or related field.
  • 8+ years of progressive HRBP experience, with significant time supporting multi-unit operations in QSR, food & beverage, hospitality, or retail.
  • Demonstrated ability to translate people strategy into scalable, effective initiatives that drive meaningful business outcomes.
  • Proven experience operating as a senior-level individual contributor with strong cross-functional influence.
  • Exceptional ability to anticipate needs, diagnose problems, and drive solutions that scale.
  • Strong analytical mindset with the ability to interpret trends and turn insights into action.
  • Knowledge of employment laws and compliance considerations across multiple states.
  • Excellent communication, relationship-building, and influencing skills with leaders at all levels.
  • Comfort working in a fast-paced, high-growth environment with competing priorities and continuously evolving structures, processes, and practices.
Benefits
  • We offer a competitive salary package including equity and 401K.
  • Additionally, we provide multiple medical, dental, and vision plans to meet all of our employees' needs as well as many benefits and perks that are not listed.
Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools
HRBP experienceworkforce planningleadership capabilitydata analysisperformance managementstaffing strategiesorganizational designemployee relationscompliance knowledgerisk judgment
Soft Skills
strategic partnershipinfluencing skillsproblem diagnosiscommunication skillsrelationship-buildinganalytical mindsetdecision-makingteam leadershipadaptabilityinitiative