• 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 • 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 • 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 • 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 • 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 • 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 • 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