Human Resource Business Partner, GSC

Who We Are

We’re not in the wing business. We’re in the flavor business. It’s been our mission to Serve the World Flavor since we first opened in 1994, and we’re just getting started. 1997 saw the opening of our first brand partner operated Wingstop location, and by 2002 we had served the world one billion wings. It’s flavor that defines us and has made Wingstop one of the fastest growing brands in the restaurant industry.

We’re not in the wing business. We’re in the flavor business. It’s been our mission to Serve the World Flavor since we first opened in 1994, and we’re just getting started. 1997 saw the opening of our first brand partner operated Wingstop location, and by 2002 we had served the world one billion wings. It’s flavor that defines us and has made Wingstop one of the fastest growing brands in the restaurant industry.
Above all else – our success is largely due to our people and our core values, or what we call The Wingstop Way of being entrepreneurial, service-minded, fun, and authentic. We believe having a strong people foundation centered on these collective values creates a crave-worthy culture and talented team, as well as ensures our brand is poised for accelerated growth. We all win together.

• Develop and execute people strategies for assigned functions that directly support business objectives, operating priorities, and long-term growth plans.
• Build a deep understanding of each function's strategy, operating model, financial and performance drivers, and critical capabilities to provide relevant, business-minded counsel.
• Serve as a trusted advisor and thought partner to leaders, bringing an objective point of view, constructively challenging assumptions, and translating business decisions into people and organizational actions.
• Lead strategic workforce planning by assessing current and future capability needs, critical roles, talent supply, organizational risk, and opportunities to build, buy, or redeploy talent.
• Advise leaders on organization design, role clarity, spans and layers, decision rights, and team effectiveness to ensure structures and capabilities are aligned with business needs.
• Lead talent reviews, succession planning, performance calibration, and development planning to strengthen leadership pipelines, accelerate high-potential talent, and address capability gaps.
• Coach leaders on leadership effectiveness, accountability, team dynamics, performance, and organizational health, helping them raise the bar for both results and how work gets done.
• Use workforce data, business metrics, engagement insights, and external trends to identify patterns, forecast risks, shape priorities, and measure the impact of people strategies.
• Guide the people and change strategy for business transformation and organizational change, including stakeholder alignment, communication, readiness, adoption, and culture implications.
• Partner with Talent Acquisition, Talent Development, Total Rewards, People Analytics, HR Operations, Legal, and other teams to deliver integrated, scalable solutions and ensure shared accountability for outcomes.
• Strengthen a high-performance culture by helping leaders set clear expectations, differentiate performance, provide meaningful feedback, recognize impact, and address performance concerns promptly and consistently.
• Translate engagement and organizational health insights into focused actions that improve leadership effectiveness, team member experience, retention, and business performance.
• Provide strategic guidance on complex employee relations matters, investigations, organizational risk, and employment decisions, ensuring sound judgment, consistency, and compliance with company policy and applicable law.

• Bachelor's…