Field HR Partner

Field HR Partner

Position Overview

The Field HR Partner serves as a trusted human resources partner to field operations leadership, providing hands-on HR guidance and support across multiple locations. This role partners with regional directors, district managers, general managers, and frontline leaders to strengthen employee relations, improve retention, develop leadership capabilities, and ensure consistent application of HR policies and procedures.

The ideal candidate has experience supporting a distributed workforce in a fast-paced, multi-unit environment and can balance day-to-day HR responsibilities with strategic initiatives that support business performance. This individual will spend time in the field building relationships, identifying workforce challenges, coaching leaders, and implementing practical solutions that enhance employee engagement and operational effectiveness.

Key Responsibilities

Field HR Partnership & Operations Support

• Serve as the primary HR partner for an assigned group of locations, providing guidance on employee matters, workforce planning, performance management, and organizational effectiveness.

• Partner with district managers, regional leaders, and general managers to align HR strategies with operational goals and business priorities.

• Conduct regular site visits to assess workplace culture, identify employee concerns, reinforce company policies, and provide hands-on support to location leadership.

• Coach managers on effective leadership practices, employee communication, conflict resolution, and team development.

• Identify trends across assigned locations and recommend solutions to improve workforce stability, productivity, and employee satisfaction.

Employee Relations & Performance Management

• Provide guidance on employee relations matters, including workplace conflicts, attendance concerns, disciplinary actions, performance issues, and policy violations.

• Conduct and support workplace investigations involving employee complaints, misconduct, harassment, discrimination, and other sensitive matters.

• Advise managers on documentation, corrective action, performance improvement plans, and termination decisions.

• Promote fair, consistent, and legally compliant employment practices across all supported locations.

• Help leaders address employee concerns proactively while maintaining confidentiality and appropriate documentation.

Talent Management & Employee Engagement

• Partner with recruiting and operations teams to address staffing needs, improve hiring effectiveness, and support workforce planning.

• Identify turnover trends and implement retention strategies to improve employee engagement and reduce avoidable attrition.

• Support onboarding, employee development, internal promotions, and succession planning for key operational roles.

• Help managers build strong workplace cultures through recognition, communication, coaching, and employee feedback initiatives.

• Identify training and development needs and coordinate with appropriate teams to strengthen management capabilities.

HR Compliance & Risk Management

• Support compliance with federal, state, and local employment laws, company policies, and established HR procedures.

• Provide guidance on wage and hour practices, leave administration, workplace accommodations, anti-discrimination requirements, and other employment matters.

• Maintain accurate employee documentation and support HR audits, reporting, and compliance initiatives.

• Partner with corporate HR and legal teams on complex employee matters and potential employment risks.

• Communicate policy updates and reinforce consistent HR practices across the field organization.

HR Analytics & Continuous Improvement

• Monitor workforce metrics, including turnover, retention, absenteeism, staffing levels, employee relations trends, and hiring performance.

• Use HR data and field feedback to identify recurring challenges and recommend targeted improvements.

• Support the rollout and adoption of HR programs, systems, policies, and process improvements.

• Communicate key workforce trends and recommendations to HR and operations leadership.

• Assist with organizational changes, new-location openings, acquisitions, and other business initiatives as needed.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.

• 3–7 years of progressive HR experience, including employee relations, performance management, and HR business partnership.

• Experience supporting multiple locations, field operations, or a geographically dispersed workforce strongly preferred.

• Experience in restaurants, hospitality, retail, franchising, or another multi-unit operating environment is a plus.

• Working knowledge of employment laws, HR policies, workplace investigations, and employee relations best practices.

• Demonstrated ability to coach managers, influence operational leaders, and resolve employee issues effectively.

• Strong interpersonal, communication, conflict-resolution, and problem-solving skills.

• Experience with HRIS platforms, employee documentation, and HR reporting tools.

• Ability to manage competing priorities while maintaining responsiveness to field leadership.

• Willingness to travel regularly to assigned locations.

Key Success Measures

• Improved employee retention and reduced avoidable turnover across assigned locations.

• Consistent and effective employee relations practices.

• Stronger leadership capability and manager accountability.

• Improved employee engagement and workplace culture.

• Consistent compliance with employment policies and applicable regulations.

• Effective partnership between HR and field operations to support business objectives.