Regional HR Business Partner

RWB Thrift • Tampa, FL

3d • Hybrid

About The Position

As a Regional Human Resources Business Partner, you will serve as a trusted advisor and strategic partner to regional leadership, helping ensure our stores are set up for strong performance and sustainable growth. This is a field-focused role, with up to 50–75% of your time spent in stores within your assigned region, supporting General Managers and their leadership teams. Your primary mission is to build bench strength by ensuring talent development is happening consistently across every location you support. You will coach leaders on identifying high-potential employees, ensure development frameworks are being followed, and partner with store leadership to build a pipeline of qualified candidates ready for promotion into leadership roles. Beyond talent development, you will serve as the region’s HR expert, owning employee relations, driving compliance, and ensuring our stores operate within federal, state, and local employment laws. You should have a proven track record of coaching and developing field leaders, strong knowledge of HR principles, and the ability to apply that knowledge to solve real business challenges in a fast-paced, operationally complex environment. Conversational Spanish is strongly preferred. Many of our store teams include primarily Spanish-speaking employees, and the ability to connect with and support them directly is an important part of this role.

Requirements

• 5+ years of experience in Human Resources, with progressive experience as an HR Business Partner or HR Manager, ideally in retail, manufacturing, or an environment supporting a primarily hourly workforce
• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred, or equivalent experience in human resources
• Proven track record of coaching and developing leaders at the field or store management level
• Strong knowledge of HR principles with the ability to interpret and apply employment law, company policies, and HR best practices to real business situations
• Ability to work autonomously and cross-functionally with remote teams across multiple time zones
• Strong communication, listening, and influencing skills with the ability to build effective relationships at all levels
• Proven ability to take initiative, problem-solve in ambiguous situations, and drive results
• Ability to travel up to 50-75% within the assigned region, with regular weekly store visits
• Ability to travel regularly to store locations within the assigned region, including driving and spending extended time in stores
• Ability to stand, walk, and move throughout store environments during on-site visits
• Ability to lift up to 20 pounds and carry for short distances during store visits
• Prolonged periods of sitting, typing, and working on a computer when performing remote duties
• Ability to work in various environments including office settings, store floors, production areas, and outdoor spaces with exposure to varying conditions
• Conversational fluency in both English and Spanish (written and verbal) is preferred. This role involves frequent interactions with employees, leaders, and team members who primarily communicate in Spanish, as well as corporate stakeholders who communicate in English. The ability to operate effectively in both languages is essential for success in this role.

Nice To Haves

• Conversational fluency in Spanish (written and verbal) is preferred to effectively communicate with and support our diverse, Spanish-speaking workforce across multiple store locations

Responsibilities

• Partner with store leadership to identify high-potential employees at the supervisor level and above and ensure individualized development plans are in place and being executed
• Coach General Managers, Production Managers, and Retail Managers on talent development strategies, ensuring consistent application of RWB Thrift’s development framework across all stores in the region
• Track and monitor the development progress of key talent, meeting regularly with both the employees being developed and the leaders responsible for their growth
• Facilitate monthly talent reviews and people planning sessions with regional leadership to build succession plans that support internal promotions and new store openings
• Partner with store and regional leadership to support the recruiting and interview process for supervisor-level roles and above, ensuring candidate quality and alignment with leadership expectations
• Provide targeted support to stores facing hiring challenges while supporting new store openings and key hiring events, partnering with Field Leaders to address associate-level staffing needs and gain insight into local talent dynamics
• Support the talent lifecycle, including performance check-ins, compensation processes, individual development plans, performance improvement plans, corrective actions, and employee separations
• Own and conduct employee relations investigations and make recommendations on the appropriate course of action in partnership with key stakeholders
• Proactively identify and address employee concerns in a timely manner
• Regularly conduct listening sessions to gather employee feedback and identify trends, risks, and opportunities for improvement
• Ensure employment law and compliance training is completed on time by all required employees
• Ensure all required workplace postings are current, visible, and compliant with applicable laws and regulations
• Monitor and enforce proper procedures for time adjustment logs and other wage and hour practices, ensuring management follows established protocols
• Serve as the voice of the field by providing feedback to HR leadership and corporate teams on the design, implementation, and execution of people programs and processes
• Support annual HR processes and ad hoc initiatives, including employee engagement surveys, performance and compensation cycles, and open enrollment
• Champion workplace safety initiatives and ensure stores maintain safe working environments
• Coach leaders to implement data-driven strategies through the evaluation of quantitative and qualitative workforce data
• Maintain HRIS data integrity with attention to detail, ensuring accuracy and reliability of employee records
• Provide Tier One HR support as needed, including responding to leave of absence inquiries, workers’ compensation requests, wage statement requests, and accommodation facilitation
• Serve as the primary HR point of contact for assigned region, managing HR hotline calls and responding to inquiries from the HR inbox

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level