Talent Management Business Partner - Gulf Coast Region

RaceTrac Company Overview

Job Description:

The Talent Management Business Partner - Gulf Coast Region is a strategic advisor for our RaceTrac Stores who ensures the organization has the leadership capability, talent depth, and workforce strategy required to deliver businessresults at scale within a specific region. This role translates enterprise priorities into integrated talent solutions - building a strong leadership bench, driving a performance culture, and aligning workforce capability with future growth needs.

Through data, cross-functional partnership,and change leadership, the role strengthens execution, improves organizational health, and enables leaders to deliver consistent customer and business outcomes. It drives talent strategy and execution in partnership with HR and operations leaders, working across Talent, Learning, and HR Centers ofExcellence to deliver enterprise talent strategies.

What You'll Do:

Enterprise Talent Strategy & Alignment

• Partner with senior leaders to translate enterprise strategy into a cohesive talent roadmap that strengthens capability, accelerates growth, and supports operational excellence.
  
• Align talent priorities with business goals, ensuring leadership, workforce capability, and organizational design support revenue, margin, and customer-experience outcomes.
  
• Serve as the strategic connector between HR Centers of Excellence (TA, Learning, OD, DEI) and field/functional leaders.
  
  

• Assess leadership capability across multi-unit retail operations and build targeted development plans that elevate performance and readiness.
  
• Deploy leadership programs, coaching, and interventions that strengthen accountability, operational discipline, and culture.
  
• Partner with Learning & Development to design and deliver scalable programs for frontline, store, district, and regional leaders.
  

• Lead enterprise succession planning processes, ensuring strong bench strength for critical roles across stores, field operations, and corporate functions.
  
• Identify high-potential talent and accelerate readiness through targeted experiences, development plans, and cross-functional exposure.
  
• Monitor pipeline health and proactively address gaps that impact growth, continuity, or customer experience.
  

• Drive a performance culture that rewards results, strengthens accountability, and improves operational execution.
  
• Partner with leaders to diagnose organizational issues - structure, capability, spans/layers, role clarity - and recommend solutions that improve efficiency and effectiveness.
  
• Ensure consistent execution of performance management processes, including goal setting, calibration, and development planning.
  

• Lead long-range workforce planning to ensure the organization has the talent, skills, and leadership required for future growth, new formats, and market expansion.
  
• Use analytics to forecast capability needs, identify skill gaps, and inform hiring, development, and mobility strategies.
  
• Partner with Talent Acquisition to align hiring strategies with future capability requirements.
  

• Analyze engagement, turnover, and workforce sentiment data to identify root causes and design targeted interventions.
  
• Partner with field and functional leaders to embed enterprise culture, values, and leadership expectations into daily operations.
  
• Support DEI strategies that strengthen inclusion, representation, and equitable talent practices.
  

• Lead the talent components of major enterprise initiatives, acquisitions, reorganizations, system implementations, and new store growth.
  
• Equip leaders to navigate change effectively through communication, capability building, and adoption support.
  
• Ensure talent implications of transformation are anticipated, planned for, and executed with minimal disruption.
  

• Leverage dashboards, KPIs, and predictive analytics to diagnose talent risks, identify trends, and inform strategic decisions.
  
• Provide leaders with insights on turnover, bench strength, readiness, capability gaps, and organizational health.
  
• Use data to influence leaders and drive accountability for talent outcomes.
  

• Partner with HRBPs, TA, Learning, Compensation, and DEI to deliver integrated talent solutions that support enterprise priorities.
  
• Ensure talent programs are scalable, consistent, and aligned across brands, regions, and functions.
  
• Serve as a strategic advisor to senior leaders on talent implications of business decisions.
  

• Bachelor's degree in Human Resources, Business, Organizational Development, or a related field (preferred).
  
• 5+ years of experience in talent management, learning & development, performance management, or a related HR field.
  
• Demonstrated experience leading succession planning, leadership development, or workforce-planning initiatives.
  
• Strong consultative and strategic-advisory skills, with the ability to partner with and influence senior leaders.
  
• Experience using talent analytics, dashboards, and KPIs to diagnose talent risks and inform decisions.
  
• Experience designing or deploying scalable talent programs across a multi-unit or enterprise environment.
  

• Experience in retail, convenience, or multi-unit field operations.
  
• Experience partnering across HR Centers of Excellence (Talent Acquisition, Learning, OD, DEI) in a matrixed organization.
  
• Experience leading the talent components of large-scale change (acquisitions, reorganizations, system implementations, new-unit growth).
  
• Familiarity with organizational design concepts, including structure, spans and layers, and role clarity.
  

• Partner with senior leaders to translate enterprise strategy into a cohesive talent roadmap that strengthens capability, accelerates growth, and supports operational excellence.
• Align talent priorities with business goals, ensuring leadership, workforce capability, and organizational design support revenue, margin, and customer-experience outcomes.
• Serve as the strategic connector between HR Centers of Excellence (TA, Learning, OD, DEI) and field/functional leaders.

• Assess leadership capability across multi-unit retail operations and build targeted development plans that elevate performance and readiness.
• Deploy leadership programs, coaching, and interventions that strengthen accountability, operational discipline, and culture.
• Partner with Learning & Development to design and deliver scalable programs for frontline, store, district, and regional leaders.

• Lead enterprise succession planning processes, ensuring strong bench strength for critical roles across stores, field operations, and corporate functions.
• Identify high-potential talent and accelerate readiness through targeted experiences, development plans, and cross-functional exposure.
• Monitor pipeline health and proactively address gaps that impact growth, continuity, or customer experience.

• Drive a performance culture that rewards results, strengthens accountability, and improves operational execution.
• Partner with leaders to diagnose organizational issues - structure, capability, spans/layers, role clarity - and recommend solutions that improve efficiency and effectiveness.
• Ensure consistent execution of performance management processes, including goal setting, calibration, and development planning.

• Lead long-range workforce planning to ensure the organization has the talent, skills, and leadership required for future growth, new formats, and market expansion.
• Use analytics to forecast capability needs, identify skill gaps, and inform hiring, development, and mobility strategies.
• Partner with Talent Acquisition to align hiring strategies with future capability requirements.

• Analyze engagement, turnover, and workforce sentiment data to identify root causes and design targeted interventions.
• Partner with field and functional leaders to embed enterprise culture, values, and leadership expectations into daily operations.
• Support DEI strategies that strengthen inclusion, representation, and equitable talent practices.

• Lead the talent components of major enterprise initiatives, acquisitions, reorganizations, system implementations, and new store growth.
• Equip leaders to navigate change effectively through communication, capability building, and adoption support.
• Ensure talent implications of transformation are anticipated, planned for, and executed with minimal disruption.

• Leverage dashboards, KPIs, and predictive analytics to diagnose talent risks, identify trends, and inform strategic decisions.
• Provide leaders with insights on turnover, bench strength, readiness, capability gaps, and organizational health.
• Use data to influence leaders and drive accountability for talent outcomes.

• Partner with HRBPs, TA, Learning, Compensation, and DEI to deliver integrated talent solutions that support enterprise priorities.
• Ensure talent programs are scalable, consistent, and aligned across brands, regions, and functions.
• Serve as a strategic advisor to senior leaders on talent implications of business decisions.