Regional HR Business Partner

Chedraui USA•Dallas, TX

19d•Onsite

About The Position

The Regional HR Business Partner oversees the operational Human Resources function at Fiesta Mart, focusing primarily on staffing, training, employee relations, performance management, and compensation. The role balances operational support with advocacy for Fiesta Mart associates. This is an onsite field position supporting stores within an assigned region. The employee must be able to travel to various locations within that region.

Requirements

Bachelor’s degree in Human Resources or a business-related area.
3–5 years of experience in Human Resources.
Ability to travel to various locations within the assigned region.
PHR certification preferred.
Spanish is a plus.
Experience investigating and responding to EEOC charges.
Retail experience or a related field is a plus.

Nice To Haves

PHR certification.
Spanish language skills.
Retail experience or experience in a related field.

Responsibilities

Maintain current knowledge of state and federal laws regarding human resources activities.
Help establish and coordinate implementation of human resources policies and procedures.
Maintain a comprehensive HR Operations process manual for internal guidance and training.
Provide guidance and counsel to stores.
Advise associates and management on resolving associate-related problems.
Apply policies and procedures to associate performance, identify gaps, document deficiencies, and develop improvement action plans.
Coordinate with Regional Directors to assess management staffing needs.
Partner with Regional Directors and the Senior Human Resources Manager to identify and develop next-level leaders and a pool of qualified candidates.
Review associate and management performance evaluations for corporate.
Identify development needs for management and personnel coordinators and recommend training.
Partner with Learning and Development to identify and develop external candidates for next-level leadership positions.
Investigate associate grievances and complaints, including harassment complaints, and recommend resolutions to appropriate management.
Investigate and respond to EEOC charges.
Conduct periodic associate surveys, clarify misunderstandings, and address concerns.
Attend unemployment hearings with Corporate Managers and Store Directors as needed.
Process pay evaluations for Corporate and stores as needed.
Process expense reports for the Human Resource Operations department.
Participate in company-wide communication initiatives as needed.
Comply with company policies and procedures.
Maintain confidentiality of data encountered in the work environment.
Present a favorable impression through dress, personal hygiene, and business attitude.
Perform other duties assigned by management.