Regional HR Business Partner

About the Opportunity

We are seeking a Senior Market People Leader (Regional HR Business Partner), a senior individual contributor who will partner with Regional Vice Presidents and Market Operations Directors across a multi‑state footprint in New England and the Mid‑Atlantic. The role will translate the field’s people strategy into actionable, data‑informed programs and initiatives—designing and deploying solutions that elevate leadership capability, address root causes, and scale effectively across regions.

PLEASE NOTE: This role provides oversight for our New England and Mid‑Atlantic regions. Residency within the supported region (Boston, RI, NH, Western MA, PA, DE, MD, DC, or VA) is a requirement, and the position involves extensive regional travel.

Serve as the primary strategic HR partner to Regional Vice Presidents and Market Operations Directors across multiple markets. Recommend, translate, and execute people initiatives aligned with operational goals, including workforce planning, leadership capability, retention, and culture. Anticipate emerging needs and challenges, proactively offering solutions—not just surfacing issues. Use data, trends, and insights to inform decisions and create interventions that scale across regions.

Lead with a high level of independence, navigating ambiguity while influencing leadership toward optimal people decisions. Influence leaders toward effective, long‑term people decisions through strong judgment, business acumen, and operational understanding.

Operate with end‑to‑end ownership, shifting fluidly between strategic planning, project execution, and tactical tasks that support daily operations. Drive and support enterprise initiatives (performance cycles, compensation reviews, org design changes, HR system launches) while ensuring field execution and adoption. Build repeatable, scalable processes that reduce manual lift for stores and improve consistency across regions. Establish rhythms, standards, and operating mechanisms that ensure consistency of HR support across regions.

Diagnose root causes of operational and people challenges such as turnover, staffing models, leadership gaps, and team effectiveness, and develop targeted, scalable solutions to address them. Partner with field leaders to design and execute workforce plans that support current and future business needs, including staffing strategies, labor optimization, performance management, and leadership bench development. Implement interventions that improve operational readiness, strengthen leadership performance, and reinforce long‑term organizational health across markets.

Use analytical and dashboards to generate insights and make data‑backed recommendations that enhance workflows, shift behaviors, and influence long‑term strategy.

Serve as the escalation point for complex employee relations matters across multiple districts. Guide leaders in consistent application of policies, values, and leadership behaviors. Shape and reinforce programs that enhance engagement, build teamwork, and reduce avoidable employee friction.

Partner with Talent Acquisition on hiring strategies, forecasting, and capability planning for leaders and hourly teams. Support and influence leadership development, succession planning, career pathing, and bench readiness for multi‑unit operations. Coach leaders to elevate their decision‑making, communication, and team leadership effectiveness.

Ensure all practices comply with federal, state, and local requirements across a growing multi‑state footprint. Partner cross‑functionally to ensure strong execution of core HR programs including benefits, compensation, accommodations, investigations, and performance cycles. Apply strong risk judgment to protect the business while maintaining trust and fairness across teams.

Lead people‑related components of change tied to new…