The Talent Management Business Partner - North 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 business results at scale within a specific region. This role translates enterprise priorities into integrated talent solutions ââ¬â building a strong leadership bench, driving a performance culture, and aligning workforce capability with future growth needs.
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Through data, crossââ¬âfunctional 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 of Excellence 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 customerââ¬âexperience outcomes.
Serve as the strategic connector between HR Centers of Excellence (TA, Learning, OD, DEI) and field/functional leaders.
Leadership Development & Capability Building
Assess leadership capability across multiââ¬âunit 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.
Succession Planning & Talent Pipeline Health
Lead enterprise succession planning processes, ensuring strong bench strength for critical roles across stores, field operations, and corporate functions.
Identify highââ¬âpotential talent and accelerate readiness through targeted experiences, development plans, and crossââ¬âfunctional exposure.
Monitor pipeline health and proactively address gaps that impact growth, continuity, or customer experience.
Performance Management & Organizational Effectiveness
Drive a performance culture that rewards results, strengthens accountability, and improves operational execution.
Partner with leaders to diagnose organizational issues ââ¬â structure, capability, spans/layers, role clarity ââ¬â and recommend solutions that improve efficiency and effectiveness.
Ensure consistent execution of performance management processes, including goal setting, calibration, and development planning.
Workforce Planning & Capability Forecasting
Lead longââ¬ârange 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.
Culture, Engagement & Retention Strategy
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 i