Manager, People and Culture Business Partner - Retail

Who We Are

At Rhone, we cultivate a work culture that is empowering and rooted in our core values. We are gritty, approaching challenges with resilience and determination. We are responsible, holding ourselves accountable to each other and the work we do. We strive for excellence, pushing boundaries to deliver our best every day. We remain authentic, embracing honesty, humility, and individuality. And above all, we are team centered, knowing that true success comes from collaboration and shared purpose.

About The Role

The Manager, People & Culture Business Partner
- Retail serves as a strategic partner to retail field leadership, supporting the achievement of business objectives through effective people strategies. This role partners closely with Regional, District, and Store Leaders to drive employee engagement, leadership development, workforce planning, talent management, and employee relations initiatives across a multi-unit retail organization.

What You ll Do

• Partner with Regional and District Leaders to support people strategies, sales growth, operational excellence, and customer experience objectives, serving as a trusted advisor on employee engagement, talent management, organizational effectiveness, workforce planning, and organizational change initiatives.
• Analyze workforce metrics, turnover trends, engagement data, and labor insights, while developing and maintaining workforce dashboards and talent scorecards to identify opportunities and support staffing, retention, succession planning, and leadership development efforts.
• Partner with leaders to assess talent risks, organizational challenges, and workforce needs across assigned markets, providing recommendations and support for workforce transitions, restructures, and other organizational changes.

• Provide guidance and support to managers on employee relations matters, including performance concerns, corrective actions, workplace investigations, policy interpretation, and conflict resolution.
• Conduct investigations related to employee complaints, policy violations, and workplace concerns while promoting consistent and fair application of company policies and employment practices.
• Partner with Legal and HR leadership on complex employee relations issues and risk mitigation strategies.

• Coach and develop field leaders on leadership effectiveness, performance management, employee engagement, and talent development through succession planning processes to identify high-potential talent and development opportunities.
• Identify leadership development opportunities and partner with Learning & Development to enhance management capabilities.
• Drive accountability for leadership expectations and performance standards across assigned business groups while supporting annual performance reviews and talent assessments.

• Partner with Talent Acquisition and field leaders to develop hiring and workforce planning strategies that ensure stores are staffed with qualified talent while proactively identifying staffing challenges, future talent needs, and workforce risks.
• Monitor recruiting effectiveness, staffing levels, turnover trends, retention metrics, and talent gaps to support data-driven workforce decisions.
• Support succession planning and internal mobility initiatives to strengthen leadership pipelines and ensure long-term talent readiness across retail locations.

• Partner with leaders to foster an inclusive, engaging, and high-performing culture, championing company values, culture initiatives, and employee recognition programs.
• Analyze engagement survey results and support action planning initiatives.
• Develop and implement retention strategies focused on reducing turnover and increasing employee satisfaction.

What You ll Bring

• Bachelor s degree in Human Resources, Business Administration, or related field, or equivalent experience.
• 5+ years of Human Resources experience, including direct support of multi-unit retail.
• Strong employee relations and investigation experience.
• Demonstrated ability to influence and coach leaders at multiple organizational levels.
• Experience utilizing workforce metrics and business data to support talent and operational decision-making.
• Knowledge of federal, state, and local employment laws, including wage and hour regulations, with the ability to ensure compliance with employment legislation and company policies and…