Regional HR Director - South
About The Position
The Director, HR Business Partner serves as the senior HR advisor to the Regional Vice President and regional leadership team, translating business priorities into an actionable people strategy across more than 600 stores. As a member of the regional leadership team, the role uses workforce insights and business acumen to strengthen leadership capability, build talent pipelines, improve organizational effectiveness, and support regional performance. The Director leads a team of HR Business Partners and is accountable for consistent, high-quality HR partnership across the region. In collaboration with HR Centers of Excellence, Employee Relations, and Legal, the role anticipates workforce needs and risks, delivers integrated talent solutions, and leads organizational change aligned with regional and enterprise priorities. This is a remote-based role covering territories in Georgia, Alabama, and Florida, with up to 50% travel for market visits and leadership team engagement. Overnight travel may be required.
Requirements
- Proven multi-unit, geographically dispersed retail, restaurant, or field-based HR experience.
- Demonstrated success partnering with and influencing senior executives to improve business outcomes.
- Strong analytics capability and comfort building a people plan with data.
- Ability to apply critical and strategic thinking to complex business and workforce matters, make sound decisions amid ambiguity, and translate insights into practical, measurable actions.
- High degree of business and financial acumen.
- Demonstrated ability to lead and champion change.
- Excellent verbal and written communication, interpersonal, and conflict management skills.
- Proficiency in Microsoft Office and Workday.
- Ability to travel as necessary.
- 10+ years of progressive HR experience, preferably in a business partner capacity, including at least 3 years in a leadership role.
- Bachelor’s degree in Human Resources, Business Administration, Communications, or a related field; or an equivalent combination of education and/or experience.
Nice To Haves
- PHR or SPHR certification preferred, but not required.
Responsibilities
- Partner with HR Centers of Excellence to integrate talent acquisition, organizational development, compensation, benefits, and employee relations solutions into a cohesive regional people strategy.
- Maintain understanding of field operations through regular store and market visits, and use firsthand insights to shape regional people strategies and enterprise HR decisions or program design.
- Use workforce data, including case trends, turnover, staffing, engagement, and labor spend, to diagnose regional issues, influence decisions, and develop proactive plans.
- Partner with Employee Relations and Legal to identify and address workforce risks, recurring employee relations trends, and compliance concerns.
- Ensure leaders consistently apply company policies, performance expectations, and talent practices while balancing business needs, team member experience, and organizational risk.
- Own regional talent and succession planning, identifying critical roles, talent risks, bench gaps, and development actions.
- Partner with Organizational Development and Training to create development strategies addressing regional capability needs.
- Partner with Talent Acquisition to establish workforce and staffing priorities, leadership selection standards, and talent-pipeline strategies.
- Lead organizational design and change initiatives that align structure, roles, talent, and labor models with business needs.
- Own the regional engagement and retention strategy, using employee feedback and workforce insights to address drivers of turnover and performance.
- Champion an inclusive, high-accountability culture and consistent team member experience across districts.
- Lead, develop, and hold a team of HR Business Partners accountable, establishing priorities, service expectations, and measurable outcomes.
- Build HRBP capability through coaching, talent development, succession planning, and differentiated performance management.
- Create an operating rhythm for the regional HRBP team to identify workforce trends, align priorities, share best practices, and support consistent execution.
- Serve as the escalation point for complex or high-impact people matters, coordinating Employee Relations, Legal, and HR Center of Excellence partners.
Benefits
- Comprehensive health and wellness benefits program.
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What This Job Offers
Job Type
Full-time
Career Level
Director
