Regional HR Business Partner

REI (Recreational Equipment Inc.)•Cambridge, MA

12d•Remote

About The Position

The Regional HR Business Partner serves as a strategic coach and business partner to regional and store leadership. The role uses business acumen and HR expertise to develop, execute, and embed people strategies that support business growth, transformation, and organizational agility. It delivers integrated HR strategies tailored to each client group’s business needs, culture, and objectives, anticipates workforce trends, and aligns people solutions with business priorities. The role leads the implementation and integration of HR solutions across HR domains and evaluates their impact on business outcomes and organizational effectiveness. The position is remote, but the employee must be based in the greater DMV or greater Boston Area. Travel is a key component, with approximately 50% of time spent traveling to stores in the two supported regions.

Requirements

At least 5 years of progressive HR experience, with a track record of coaching for strategic business impact and driving organizational transformation.
Broad knowledge and practical experience in HR competencies including organizational design, performance management, leadership development, talent practices, employment practices, compensation, and total rewards.
Demonstrated consulting and coaching skills, with the ability to connect people strategies to business goals and deliver measurable results.
Ability to assess, analyze, and communicate business needs and proactively collaborate with HR Centers of Excellence to identify and integrate effective solutions.
Knowledge of employment law and risk management.
Business knowledge, innovative thinking, and sound judgment in problem solving.
Ability to challenge the status quo, champion change, and influence others.
Demonstrated project management and planning skills.
Ability to work independently, prioritize work, establish goals, and produce quality work.
Excellent written and verbal communication skills.
Ability to build relationships and trust quickly and collaborate effectively to influence organizational goals.
Ability to consolidate information from multiple sources, including feedback, to reach sound decisions.
Consideration of the impact of decisions and actions on internal and external customers.
Ability to set effective work goals, establish priorities, meet deadlines, and plan effectively.
Ability to act on opportunities and involve and influence others in accomplishing organizational goals.
Must be based in the greater DMV or greater Boston Area.
Prepared to travel to stores in the two supported regions for approximately 50% of working time.

Nice To Haves

A four-year degree in Human Resources or a related field is preferred.
Knowledge of organizational change management practices is preferred.

Responsibilities

Serve as a strategic coach and trusted advisor to regional and store leadership on organizational planning, business and talent decisions, and transformational change.
Coach and develop leaders to strengthen leadership capability, communication, engagement, performance, and development practices.
Partner with the Organizational Effectiveness team to shape and align business strategies, including vision, mission, values, and objectives.
Assess organizational performance, identify capability and talent gaps, and deliver strategic HR interventions.
Lead and support change management strategies that enable business evolution and sustainable results.
Design and execute talent management across forecasting, staffing, onboarding, development, performance management, succession planning, and retention, using workforce analytics where available.
Partner with HR functional teams and cross-functional groups to deliver integrated HR solutions aligned with enterprise, regional, and organizational needs.
Maintain a culture of compliance, proactive risk mitigation, and employee relations excellence, ensuring policies and practices support growth and protect the organization’s reputation.
Assist divisions with organizational design to implement structures, roles, and processes that improve speed and efficiency and respond to changing business demands.
Share, scale, and operationalize best practices across regions and functions to foster collaboration and continuous improvement.
Integrate HR functional partners into customer strategies and projects, providing coaching and context to enable their contributions.
Support implementation of company HR programs, procedures, policies, and practices.