Job Description

Position Summary

The Human Resource Business Partner, Retail will play a foundational role in the expansion and success of our growing retail presence. As the primary liaison between the corporate HR team and our retail locations, this person will lead all HR functions for new stores, from building teams from the ground up to driving long-term engagement and performance. With four new stores opening this year, this role is critical in recruiting, onboarding, and supporting high-performing retail talent. In addition to staffing and supporting store teams, this role will collaborate with the corporate office on select positions that directly support retail operations. This is a hands-on, highly collaborative role ideal for someone who thrives in fast-paced environments and is excited by the challenge of scaling people operations in a dynamic retail business.

Ideal Candidate

You’re a strategic and proactive HR partner with experience in field-based or multi-location roles. You love helping teams grow, from hiring the first team member to creating a culture that people want to stay part of. You bring a mix of empathy and structure, with the ability to support both the day-to-day needs of retail teams and the long-term development of high-performing talent. You’re equally comfortable screening resumes, coaching a new manager, or advising leadership on people strategies. You’re motivated by the opportunity to build something new and energized by collaboration, ownership, and impact.

Essential Functions

Talent Acquisition

• Staff new retail locations from scratch, managing end-to-end recruitment and onboarding
• Develop and execute strategic hiring plans for each store opening based on role needs, timelines, and market insights
• Lead sourcing, screening, and interview processes for all store positions, from sales associates to store managers
• Support recruitment for corporate roles that directly impact store success (e.g., operations, visual, planning)
• Collaborate with hiring managers to ensure consistent, engaging, and satisfying candidate experience
• Establish and maintain talent pipelines in key retail markets for ongoing and future hiring needs

Talent Management

• Guide store leaders through performance management processes, including goal setting and performance reviews
• Ensure consistent application of policies and processes across locations, adapting for local needs where necessary
• Analyze key HR metrics across the retail organization, including turnover, headcount, and engagement indicators
• Partner with corporate team to refine people processes as the organization scales

Talent Development

• Coordinate onboarding and training for all new retail hires
• Support store leadership with tools and resources to develop their teams
• Identify team development needs and create recommendations to support engagement, performance, and retention

HR Collaboration & Strategic Support

• Work closely with the corporate HR team to align field strategies with company wide initiatives
• Assist with the planning and rollout of performance reviews and goal setting
• Collaborate on company wide learning and development programs that support both retail and corporate team growth
• Support employee engagement initiatives

Qualifications

• 3–5 years of experience in a generalist or business partner HR role, ideally in retail environment
• Experience staffing new locations or large-scale hiring initiatives from the ground up
• Excellent interpersonal and communication skills—able to build trust, influence without authority, and adapt messaging for different audiences
• Strong organizational and project management skills, with the ability to juggle multiple openings and timelines
• Proficiency with HRIS and ATS platforms; experience with Rippling is a plus
• Comfortable working independently while deeply collaborative in approach
• Bachelor’s degree in HR, Business, or related field—or equivalent work experience

Core Competencies

To thrive and grow with our company candidates must possess the following competencies:

• Customer Focus - Ensuring that the internal or external customer’s perspective is a driving force behind strategic priorities, business decisions, organizational processes, and individual activities; crafting and implementing service practices that meet customers’ needs; promoting and operationalizing customer service as a value.
• Driving for Results - Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement.
• Building Trusting Relationships - Using appropriate interpersonal styles to establish relationships with customers and internal partners; interacting with others in a way that promotes openness and trust and gives them confidence in one’s intentions.
• Adaptability - Maintaining effectiveness when experiencing major changes in work responsibilities or environment; adjusting effectively to change by exploring the benefits, trying new approaches, and collaborating with others to make change successful.
• Growth Orientation - Harnessing technical expertise, continuous learning, and a commitment to improvement to optimize processes, address challenges, and achieve impactful results.

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