Regional Human Resources Business Partner

• *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, as the position involves extensive regional travel.**

About The Opportunity

We are seeking a Senior Market People Leader (“aka” Regional HR Business Partner), to work strategically with our Regional Vice Presidents, Market Operations Directors, and multi-unit field leadership teams across a multi-state footprint. As a senior individual contributor, you 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.

The Senior Market People Leader will operate across a large and complex hourly and salaried workforce environment. They will be deeply embedded with field leadership—supporting strategic planning, diagnosing organizational opportunities, creating scalable interventions, and executing project-based and tactical people initiatives. The ideal candidate brings significant multi-unit HRBP experience within QSR, food & beverage, hospitality, or retail and excels at balancing strategic influence with hands-on execution.

The Impact You Will Make

Strategic Leadership & Business Partnership
• 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 and store formats.
• 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.

Strategic + Tactical Execution & Field Enablement
• 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.

Organizational Effectiveness & Workforce Strategy
• 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.

Employee Relations & Culture Stewardship
• 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.

Talent Development & Leadership Capability
• 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.

HR Operations, Compliance, & Risk Management
• 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.

Change Management & Continuous Improvement
• Lead people-related components of change tied to new market expansion, org design shifts, process improvements, or structural realignments.
• Diagnose operational inefficiencies and create scalable HR processes that support growth and reduce complexity for leaders.
• Influence field adoption of new tools, systems, and workflows through clear communication and partnership.

What You Bring to the Table
• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 8+ years of progressive HRBP experience, with significant time supporting multi-unit operations in QSR, food & beverage, hospitality, or retail.
• Demonstrated ability to translate people strategy into scalable, effective initiatives that drive meaningful business outcomes.
• Proven experience operating as a senior-level individual contributor with strong cross-functional influence.
• Exceptional ability to anticipate needs, diagnose problems, and drive solutions that scale.
• Strong analytical mindset with the ability to interpret trends and turn insights into action.
• Knowledge of employment laws and compliance considerations across multiple states.
• Excellent communication, relationship-building, and influencing skills with leaders at all levels.
• Comfort working in a fast-paced, high-growth environment with competing priorities and continuously evolving structures, processes, and practices.

As a matter of company policy, Wonder does not sponsor applicants for employment visa status for this role.

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United States: $108,500 – $149,00 per year.