RaceTrac Company Overview
Job Description:
The Director, Retail Human Resources Business Partner serves as a strategic advisor and operational partner to the Directors of Operations, and multi‑unit field leaders across a large, high‑volume convenience retail network. This role drives people strategy, workforce effectiveness, and organizational health to support revenue growth, customer experience, and operational excellence. The Retail HRBP ensures consistent execution of HR processes, builds leadership capability, and delivers data‑driven solutions that strengthen performance across hundreds of store locations.
Responsibilities:
Strategic Partnership & Business Alignment
- Partner with field and operations leadership as a strategic advisor, aligning people strategy to business goals while influencing decisions that improve workforce effectiveness, guest experience, and operational performance.
- Translate enterprise initiatives into actionable HR plans that improve workforce stability, productivity, and store execution.
- Use data, trends, and predictive analytics to influence decisions on labor planning, organizational design, and talent deployment.
Talent Strategy & Workforce Planning
- Lead workforce planning across multi‑state regions, ensuring staffing models and talent pipelines support growth and operational continuity.
- Collaborate with Talent Acquisition to execute high‑volume hiring strategies tailored to regional and seasonal needs.
- Build and maintain succession plans, identifying and accelerating high‑potential leaders through targeted development and coaching.
Leadership Coaching & Capability Building
- Coach field leaders on performance management, accountability, culture, and leadership effectiveness.
- Strengthen frontline leadership capability through targeted interventions, training, and consistent performance expectations.
- Equip leaders to confidently navigate complex people issues and multi‑unit leadership challenges.
Employee Relations & Risk Mitigation
- Lead and resolve complex employee relations matters, ensuring consistency, compliance, and timely outcomes.
- Partner with Legal, Compliance, and Operations to mitigate risk and maintain a safe, respectful workplace.
- Identify systemic ER trends and implement proactive solutions that reduce claims, turnover, and operational disruption.
Culture, Engagement & Retention
- Drive enterprise culture and engagement initiatives into the field, ensuring alignment with company values and service expectations.
- Analyze engagement and turnover data to identify root causes and implement targeted retention strategies.
- Champion diversity, equity, and inclusion across field operations, promoting equitable practices and inclusive leadership behaviors.
Operational Excellence & HR Process Execution
- Ensure flawless execution of HR processes including performance reviews, compensation cycles, investigations, compliance audits, and policy implementation.
- Partner with Operations to streamline processes, reduce administrative burden, and improve the frontline employee experience.
- Partners with operations to optimize labor strategies that balance productivity, service standards, team engagement and financial performance.
Change Leadership & Transformation
- Lead HR components of large‑scale initiatives such as reorganizations, acquisitions, system implementations, and new store growth.
- Act as a change agent, ensuring field leaders understand, adopt, and sustain new ways of working.
- Leads effectively in fast paced environments, helping field leaders navigate ambiguity while maintaining operational focus and team engagement.
- Translate complex enterprise changes into clear, actionable guidance for store and field teams.
Data‑Driven Decision Making
- Leverage dashboards, KPIs, and workforce analytics to diagnose issues and recommend solutions that improve business outcomes.
- Track and report on key HR metrics including turnover, engagement, staffing levels, ER trends, and leadership pipeline health.
- Use insights to influence operational leaders and drive accountability for people outcomes.
Work Experience / Skills
Qualifications:
All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.