HR Business Partner

Overview

At Coborn’s, we know that strong teams and great leaders are at the heart of a successful business. We’re looking for an experienced and collaborative Human Resources Business Partner to serve as a trusted partner to Operations leadership and help shape the people strategies that support our stores, employees, and continued growth.

In this role, you’ll support assigned locations and work closely with operational leaders to understand their business, workforce needs, and opportunities. You’ll provide strategic HR guidance across employee relations, workforce planning, talent management, organizational effectiveness, performance management, leadership development, and change initiatives.

This is a highly visible, relationship-driven role for an HR professional who enjoys being connected to the business, coaching leaders, solving complex people challenges, and helping teams grow stronger. You’ll also provide leadership and direction to designated HR Generalists and/or HR Coordinators while partnering with HR teams across the organization to deliver consistent and effective people practices.

If you enjoy combining HR expertise with business strategy and want the opportunity to make an impact across multiple locations, this could be a great next step in your HR career.

As our Human Resources Business Partner, you’ll be a trusted advisor to Operations leadership and an important connection between our business leaders and Human Resources team. You’ll build a strong understanding of district operations, workforce trends, business priorities, and the competitive labor environment to help leaders make thoughtful and effective people decisions.

In this role, you will:

• Serve as a trusted HR advisor to Operations leadership, translating business priorities, workforce challenges, and operational needs into practical people strategies and solutions.
• Partner with leaders on workforce planning, organizational structure, employee engagement, retention, leadership capability, and organizational change.
• Use workforce data, trends, and HR metrics to identify opportunities, recommend solutions, and evaluate effectiveness.
• Provide HR guidance that thoughtfully balances employee needs, business objectives, organizational consistency, and risk.
• Consult with leaders on complex employee relations matters, including performance, conduct, workplace concerns, policy interpretation, corrective action, and employment decisions.
• Conduct and/or oversee thorough, timely, and objective workplace investigations and provide recommendations for appropriate action.
• Coach leaders on performance management, employee development, conflict resolution, engagement, retention, and effective leadership practices.
• Identify employee relations and workforce trends and proactively partner with leaders to address underlying concerns and mitigate risk.
• Partner with Operations, Talent Acquisition, and other HR teams to understand current and future talent needs and develop effective staffing, retention, and workforce strategies.
• Lead succession planning efforts, helping identify critical roles, high-potential talent, leadership gaps, and development priorities.
• Partner with leaders to strengthen succession pipelines and support the development of current and emerging leaders.
• Support new stores, acquisitions, restructures, and other significant business initiatives through workforce planning, staffing strategy, and change management.
• Provide leadership, coaching, and direction to designated HR Generalists and/or HR Coordinators to support consistent HR practices and priorities throughout the district.
• Partner with HR Centers of Excellence and other HR teams to effectively implement company programs, practices, and…