Job Description:

The Director, Retail Human Resources Business Partner serves as a strategic advisor and operational partner to the Directors of Operations, and multi‑unit field leaders across a large, high‑volume convenience retail network. This role drives people strategy, workforce effectiveness, and organizational health to support revenue growth, customer experience, and operational excellence. The Director ensures consistent execution of HR processes, builds leadership capability, and delivers data‑driven solutions that strengthen performance across hundreds of store locations. 

This role drives the execution of enterprise HR strategies within the retail business vertical — partnering with field leadership on talent, culture, organizational effectiveness, and workforce initiatives that enable business performance. It maintains connectivity to Enterprise HR through matrixed partnerships with HR Centers of Excellence and Enterprise HR Strategy teams.

This role supports a RaceTrac region and will require travel at any given time to stores, or multiple stores within the region. At various times you may be in the field, at the region office, or work from home.

What You'll Do:

Strategic Partnership & Business Alignment

• Partner with field and operations leadership as a strategic advisor, aligning people strategy to business goals while influencing decisions that improve workforce effectiveness, guest experience, and operational performance.

• Translate enterprise initiatives into actionable HR plans that improve workforce stability, productivity, and store execution.

• Use data, trends, and predictive analytics to influence decisions on labor planning, organizational design, and talent deployment.

Talent Strategy & Workforce Planning

• Lead workforce planning across multi‑state regions, ensuring staffing models and talent pipelines support growth and operational continuity.

• Collaborate with Talent Acquisition to execute high‑volume hiring strategies tailored to regional and seasonal needs.

• Build and maintain succession plans, identifying and accelerating high‑potential leaders through targeted development and coaching.

Leadership Coaching & Capability Building

• Coach field leaders on performance management, accountability, culture, and leadership effectiveness.

• Strengthen frontline leadership capability through targeted interventions, training, and consistent performance expectations.

• Equip leaders to confidently navigate complex people issues and multi‑unit leadership challenges.

Employee Relations & Risk Mitigation

• Lead and resolve complex employee relations matters, ensuring consistency, compliance, and timely outcomes.

• Partner with Legal, Compliance, and Operations to mitigate risk and maintain a safe, respectful workplace.

• Identify systemic ER trends and implement proactive solutions that reduce claims, turnover, and operational disruption.

Culture, Engagement & Retention

• Drive enterprise culture and engagement initiatives into the field, ensuring alignment with company values and service expectations.

• Analyze engagement and turnover data to identify root causes and implement targeted retention strategies.

• Champion diversity, equity, and inclusion across field operations, promoting equitable practices and inclusive leadership behaviors.

Operational Excellence & HR Process Execution

• Ensure flawless execution of HR processes including performance reviews, compensation cycles, investigations, compliance audits, and policy implementation.

• Partner with Operations to streamline processes, reduce administrative burden, and improve the frontline employee experience.

• Optimize labor strategies that balance productivity, service standards, team engagement, and financial performance.

Change Leadership & Transformation

• Lead HR components of large‑scale initiatives such as reorganizations, acquisitions, system implementations, and new store growth.

• Act as a change agent, ensuring field leaders understand, adopt, and sustain new ways of working.

• Lead effectively in fast‑paced environments, helping field leaders navigate ambiguity while maintaining operational focus and team engagement.

• Translate complex enterprise changes into clear, actionable guidance for store and field teams.

Data‑Driven Decision Making

• Leverage dashboards, KPIs, and workforce analytics to diagnose issues and recommend solutions that improve business outcomes.

• Track and report on key HR metrics including turnover, engagement, staffing levels, ER trends, and leadership pipeline health.

• Use insights to influence operational leaders and drive accountability for people outcomes.

What We are Looking For:

• Bachelor’s degree in human resources, business, or a related field (preferred).

• 10+ years of progressive Human Resources experience.

• 2+ years of experience at the Director level.

• Proven ability to align people strategy with business goals and translate enterprise initiatives into field execution.

• Demonstrated success leading complex employee relations matters with consistency, compliance, and sound judgment.

• Strong workforce-analytics fluency — using KPIs, dashboards, and predictive insights to influence operational decisions.

• Experience leading the HR components of large‑scale change (reorganizations, acquisitions, system implementations, new‑unit growth).

• Ability to coach and build capability among multi‑unit field leaders in a fast‑paced, high‑volume environment.

• Multi‑unit retail, convenience, or operational HR experience is strongly preferred.

• Experience supporting high‑volume, geographically distributed field operations across multiple states or regions.

• Experience partnering across HR Centers of Excellence and enterprise HR strategy teams in a matrixed organization.

Responsibilities:

Strategic Partnership & Business Alignment

• Partner with field and operations leadership as a strategic advisor, aligning people strategy to business goals while influencing decisions that improve workforce effectiveness, guest experience, and operational performance.

• Translate enterprise initiatives into actionable HR plans that improve workforce stability, productivity, and store execution.

• Use data, trends, and predictive analytics to influence decisions on labor planning, organizational design, and talent deployment.

Talent Strategy & Workforce Planning

• Lead workforce planning across multi‑state regions, ensuring staffing models and talent pipelines support growth and operational continuity.

• Collaborate with Talent Acquisition to execute high‑volume hiring strategies tailored to regional and seasonal needs.

• Build and maintain succession plans, identifying and accelerating high‑potential leaders through targeted development and coaching.

Leadership Coaching & Capability Building

• Coach field leaders on performance management, accountability, culture, and leadership effectiveness.

• Strengthen frontline leadership capability through targeted interventions, training, and consistent performance expectations.

• Equip leaders to confidently navigate complex people issues and multi‑unit leadership challenges.

Employee Relations & Risk Mitigation

• Lead and resolve complex employee relations matters, ensuring consistency, compliance, and timely outcomes.

• Partner with Legal, Compliance, and Operations to mitigate risk and maintain a safe, respectful workplace.

• Identify systemic ER trends and implement proactive solutions that reduce claims, turnover, and operational disruption.

Culture, Engagement & Retention

• Drive enterprise culture and engagement initiatives into the field, ensuring alignment with company values and service expectations.

• Analyze engagement and turnover data to identify root causes and implement targeted retention strategies.

• Champion diversity, equity, and inclusion across field operations, promoting equitable practices and inclusive leadership behaviors.

Operational Excellence & HR Process Execution

• Ensure flawless execution of HR processes including performance reviews, compensation cycles, investigations, compliance audits, and policy implementation.

• Partner with Operations to streamline processes, reduce administrative burden, and improve the frontline employee experience.

• Partners with operations to optimize labor strategies that balance productivity, service standards, team engagement and financial performance.

Change Leadership & Transformation

• Lead HR components of large‑scale initiatives such as reorganizations, acquisitions, system implementations, and new store growth.

• Act as a change agent, ensuring field leaders understand, adopt, and sustain new ways of working.

• Leads effectively in fast paced environments, helping field leaders navigate ambiguity while maintaining operational focus and team engagement.

• Translate complex enterprise changes into clear, actionable guidance for store and field teams.

Data‑Driven Decision Making

• Leverage dashboards, KPIs, and workforce analytics to diagnose issues and recommend solutions that improve business outcomes.

• Track and report on key HR metrics including turnover, engagement, staffing levels, ER trends, and leadership pipeline health.

• Use insights to influence operational leaders and drive accountability for people outcomes.

Work Experience / Skills

Qualifications: