Regional HR Business Partner

🔥 14 minutes ago

🏛️ District of Columbia, Maryland, +1 more states – Remote

🏛️ District of Columbia – Remote 🦀 Maryland – Remote ⚔️ Virginia – Remote

💵 $108.5k - $143k / year

⏰ Full Time

🟠 Senior

🔴 Lead

👩‍👩‍👧‍👦 Human Resources (HR)

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Wonder

WebsiteLinkedInAll Job Openings

201 - 500 employees

🛍️ eCommerce

👥 B2C

💰 $100M Corporate Round on 2023-11

eCommerce • B2C • Food Delivery

Wonder is a company that offers a new kind of food hall experience by partnering with award-winning chefs and restaurants to provide a wide selection of cuisines for delivery, pickup, or dine-in. Customers can order from multiple restaurants simultaneously with the convenience of having them delivered to their door. Wonder collaborates with Michelin-star chefs and famous culinary experts to replicate their dishes, providing restaurant-quality meals in the comfort of your home. With operations throughout the Tri-State area, Wonder revolutionizes takeout by offering curated dishes from over 20 restaurant partners, making it a versatile and high-quality option for food enthusiasts.

📋 Description

• 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

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