HR Business Partner (Store Operations NJ/PA)

Wawa, Inc.

1d•Onsite

About The Position

The People Team Business Partner will support field/store operations across NJ and PA. This role acts as a strategic advisor who helps leaders solve business problems through the people lens. They diagnose root-cause issues, translate insights into action, and partner with leaders to strengthen performance, capability, and organizational health. PTBPs connect business priorities with the right people strategies — improving leadership effectiveness, talent readiness, team health, and associate experience. This role will be based in our headquarters in Media, PA and will travel up to 30%.

Requirements

Strong business acumen and curiosity — understands how the business works.
Exceptional diagnosing and problem-solving abilities. Able to translate data into insights and insights into action.
High emotional intelligence and strong relationship building.
Skilled at influencing without authority.
Strong communicator who can simplify complexity.
Comfortable challenging leaders respectfully with facts, insight, and conviction.
Operates 2–3 steps ahead and anticipates people needs.
Demonstrated ability to guide teams through change.
8–12 years of experience in HR, talent, organizational effectiveness, or relevant operations leadership.
Experience diagnosing people and organizational issues.
Strong understanding of HR disciplines (performance, talent assessment, staffing, engagement, learning, change).
Proven ability to coach leaders and influence decisions.

Nice To Haves

Bachelor's degree preferred; advanced training or certifications a plus.

Responsibilities

Diagnose People & Organization Issues Identify root causes behind performance, turnover, engagement, or talent gaps. Use people data, trends, and on-the-ground insights to assess risks and opportunities. Translate findings into clear, actionable recommendations leaders can act on.
Advise & Coach Leaders Provide strategic coaching to help leaders strengthen capability, influence, and team performance. Challenge thinking, elevate expectations, and shift leader behavior where needed. Support leaders in setting clear expectations, feedback practices, and performance standards.
Shape People Strategy for the Business Build annual and ongoing people priorities with business leaders. Connect corporate people strategies to regional/department needs. Prioritize high-impact solutions that support performance, stability, and growth.
Drive Talent Assessment & Leader Readiness Lead talent reviews and succession conversations. Assess performance, potential, and readiness to guide decisions. Partner with leaders to build development plans for high-potential and solid performers. Identify critical roles, risk-of-loss, and pipeline gaps.
Improve Workforce & Staffing Health Monitor staffing trends, bench strength, and future role exposure. Partner with TA on internal/external fill strategies. Anticipate openings and develop proactive plans with leaders.
Strengthen Team Health & Associate Experience Diagnose issues related to team dynamics, trust, communication, or norms. Identify culture and engagement drivers impacting performance. Coach leaders on actions that improve belonging, connection, and associate pride.
Lead Through Change Guide leaders through organizational changes, new initiatives, or transitions. Assess readiness and resistance; help leaders land messages clearly. Ensure new ways of working are adopted effectively across teams.
Partner with Associate Relations on Risk Patterns Surface patterns in ER cases that point to leadership, structural, or cultural issues. Partner with AR to reduce repeat events and prevent risk. Bring insights from case trends into leader coaching and action plans.
Connect the People Team to the Business Represent the People Team holistically — ensuring leaders receive integrated support. Bring business insights back to COEs and functional partners to inform strategy. Ensure the right people solutions show up at the right time.