Regional HR Business Partner

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As a Regional H R Business Partner, you will serve as a trusted advisor and strategic partner to regional leadership, helping ensure our stores are set up for strong performance and sustainable growth. This role supports a multi‑state region that includes the Miami market, Tampa market, Jacksonville, Manassas, Virginia, and Bowie, Maryland.

This is a field‑focused role, with up to 50–75% of your time spent in stores within your assigned region, supporting General Managers and their leadership teams. Your primary mission is to build bench strength by ensuring talent development is happening consistently across every location you support, while also supporting the execution of recruiting strategies that strengthen both internal and external talent pipelines.

You will coach leaders on identifying high‑potential employees, ensure development frameworks are being followed, and partner with store leadership to build a pipeline of qualified candidates ready for promotion into leadership roles, while also driving consistent hiring practices and supporting local recruiting efforts across the region.

• Partner with store leadership to identify high‑potential employees at the supervisor level and above and ensure individualized development plans are in place and being executed
• Coach General Managers, Production Managers, and Retail Managers on talent development strategies, ensuring consistent application of RWB Thrift’s development framework across all stores in the region
• Track and monitor the development progress of key talent, meeting regularly with both the employees being developed and the leaders responsible for their growth
• Facilitate monthly talent review s and people planning sessions with regional leadership to build succession plans that support internal promotions and new store openings
• Partner with store and regional leadership to support the recruiting and interview process for supervisor‑level roles and above, ensuring candidate quality and alignment with leadership expectations
• Provide targeted support to stores facing hiring challenges while supporting new store openings and key hiring events, partnering with Field Leaders to address associate‑level staffing needs and gain insight into local talent dynamics
• Support the talent lifecycle, including performance check‑ins, compensation processes, individual development plans, performance improvement plans, corrective actions, and employee separations
• Partner closely with the Director of HR and Talent Acquisition Manager to execute recruiting strategies across the assigned region, ensuring alignment between company recruiting initiatives and in‑store hiring practices
• Coach and support General Managers and their leadership teams on effective interviewing, hiring, and onboarding practices, ensuring leaders are equipped with the tools, training, and resources provided by the Talent Acquisition function
• Drive accountability in the field for consistent application of recruiting processes, interview standards, and hiring expectations
• Build and maintain local, grassroots recruiting efforts within the region, including community partnerships, referral strategies, and market‑specific hiring initiatives to strengthen candidate pipelines
• Partner with the Talent Acquisition Manager to identify hiring challenges, provide insight into local market conditions, and support the development of targeted solutions

• Own and conduct employee relations investigations and make recommendations on the appropriate course of action in partnership with key stakeholders
• Proactively identify and address employee concerns in a timely manner
• Regularly conduct listening sessions to gather employee feedback and identify trends, risks, and opportunities for improvement
• Ensure employment law and compliance training is completed on time by all required employees
• Ensure all required workplace postings are current, visible, and compliant with applicable laws and regulations
• Monitor and enforce proper procedures for time adjustment logs and other wage and hour practices, ensuring…