Regional HR Business Partner

Wonder

Regional HR Business Partner supporting multi-unit field leadership across a large region. Strategic partner for HR initiatives, talent development, and employee relations in a high-growth environment.

Posted 6/26/2026full-timeRemote • District of Columbia, Maryland, Pennsylvania, Virginia • 🇺🇸 United StatesSeniorLead💰 $108,500 - $143,000 per yearWebsite

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

HRBP experienceworkforce planningleadership capabilitydata analysisperformance managementstaffing strategiesorganizational designemployee relationscompliance knowledgerisk judgment

Soft Skills

strategic thinkinginfluencing skillsrelationship-buildingproblem-solvingcommunication skillsteam leadershipanalytical mindsetanticipation of needsdecision-makingadaptability

Tools & Technologies

HR systemsdashboardsanalytical toolsperformance cyclescompensation reviewsworkforce planning toolsemployee engagement programstalent acquisition systemsproject management toolsdata visualization tools

Certifications & Qualifications

Bachelor’s degree in Human ResourcesBachelor’s degree in Business Administration

Industry Keywords

multi-unit operationsQSRfood & beveragehospitalityretailorganizational healthemployee engagementlabor optimizationsuccession planningchange management

About the role

Key responsibilities & impact

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

What you’ll need

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

Comp & perks

competitive salary package
equity
401K
multiple medical, dental, and vision plans
many benefits and perks that are not listed