Regional HR Business Partner

Wonder

9d•Remote

About The Position

Wonder is the mealtime platform built to feed every craving in one order. With Wonder, you can mix and match hundreds of dishes from 20+ exclusive restaurants in a single order, so everyone gets exactly what they’re craving. Enjoy everything from tacos to Thai with $0 delivery fees, plus dine-in or pick up at a Wonder location near you. Each dish is made to order on-site by our culinary team and served hot. Behind the scenes, Wonder owns and operates every step of the dining experience, from recipe development to the technology that powers our experience, allowing us to deliver quality, variety, and consistency at scale. Join us as we work to make great food more accessible. PLEASE NOTE: This role provides oversight for our New England and Mid-Atlantic regions. Residency within the supported region (Boston, RI, NH, Western MA, PA, DE, MD, DC, or VA) is a requirement, as the position involves extensive regional travel. About The Opportunity We are seeking a Senior Market People Leader ("aka" Regional HR Business Partner), to work strategically with our Regional Vice Presidents, Market Operations Directors, and multi-unit field leadership teams across a multi-state footprint. As a senior individual contributor, you will translate the field’s people strategy into actionable, data-informed programs and initiatives—designing and deploying solutions that elevate leadership capability, address root causes, and scale effectively across regions. The Senior Market People Leader will operate across a large and complex hourly and salaried workforce environment. They will be deeply embedded with field leadership—supporting strategic planning, diagnosing organizational opportunities, creating scalable interventions, and executing project-based and tactical people initiatives. The ideal candidate brings significant multi-unit HRBP experience within QSR, food & beverage, hospitality, or retail and excels at balancing strategic influence with hands-on execution.

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.
Residency within the supported region (Boston, RI, NH, Western MA, PA, DE, MD, DC, or VA) is a requirement.
The position involves extensive regional travel.

Responsibilities

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.