Human Resources Business Partner

POSITION SUMMARY: The Human Resources Business Partner (HRBP) serves as a strategic and hands-on partner to GNC's Retail Field organization, supporting District Managers, Regional Directors, and Store Leaders across an assigned geographic area. This role is heavily focused on employee relations, workplace investigations, performance management, coaching, compliance, and talent development within a fast-paced retail environment. The HRBP provides proactive guidance and day-to-day support to field leadership on associate relations matters, policy interpretation, corrective action, organizational effectiveness, succession planning, and retention strategies. This position plays a critical role in fostering a positive employee experience, reducing risk, supporting operational excellence, and ensuring consistent application of company policies and employment practices across the field organization. JOB RESPONSIBILITIES: Serve as the primary HR partner for District Managers, Regional Directors, and Store Leaders across an assigned retail territory. Provide day-to-day guidance and coaching to leaders on employee relations, performance management, policy interpretation, attendance management, and corrective action. Conduct and lead workplace investigations involving employee complaints, policy violations, harassment, discrimination, retaliation, ethics concerns, and other employee relations matters. Document investigations thoroughly, maintain accurate case records, and provide recommendations based on findings and company policies. Partner with field leadership to resolve employee issues in a timely, consistent, and legally compliant manner. Advise leaders on disciplinary actions, performance improvement plans, terminations, and other employment decisions. Support the execution of talent management initiatives including succession planning, talent reviews, development planning, and retention strategies. Analyze turnover, staffing, engagement, and other workforce metrics to identify trends and recommend actionable solutions. Collaborate with Talent Acquisition and field leadership to support recruiting strategies, workforce planning, and hiring initiatives. Partner with store and field leaders to enhance onboarding and integration efforts for new associates and leaders. Support organizational changes, restructures, leadership transitions, and change management initiatives within the field organization. Ensure compliance with federal, state, and local employment laws, company policies, and HR best practices. Assist with wage and hour matters, unemployment claims, EEOC charges, and other employment-related issues as needed. Facilitate training and development initiatives related to leadership effectiveness, employee relations, performance management, and compliance. Partner with Compensation and HR leadership on compensation-related matters, including salary recommendations, promotions, and pay practices. Identify opportunities to improve associate engagement, retention, leadership capability, and overall workforce effectiveness. Review and recommend updates to HR policies, procedures, and field-facing practices. Participate in corporate HR initiatives, projects, and special assignments as needed. Maintain confidentiality and exercise sound judgment when handling sensitive employee and business matters. Other duties as assigned. SUPERVISORY RESPONSIBILITIES: Responsible for supervising multiple teams. Responsible for supervising multiple projects. PHYSICAL ASPECTS/WORK ENVIRONMENT: Regularly required to stand; walk; sit; use hands or fingers to handle or feel; reach with hands and arms; stoop, kneel, crouch, or crawl; and talk or hear Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects. Repetitive motion. Substantial movements (motions) of the wrists, hands, and/or fingers. The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading. This is a remote position as such, work is performed at home and requires the ability to operate standard office equipment and keyboards. All remote employees are required to have 25mb service or higher. Both requirements above require the wired solution to be from a national vendor (Comcast/Xfinity, AT&T, CenturyLink, T-Mobile, etc.). Internet connections through a mobile phone carrier is not an acceptable permanent working solution. Ability to travel 25% of time. Specific vision abilities required by this job include long periods of computer screen usage, close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. The noise level in the work environment is usually low/moderate. *Reasonable accommodations may be made to enable individuals to perform the essential QUALIFICATIONS: Bachelor's Degree in Human Resources, Business Administration, or related field, or equivalent combination of education and experience. PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. 5-7+ years of progressive Human Resources experience required. Minimum of 3 years supporting multi-unit retail operations, field leadership, or store-based organizations strongly preferred. Demonstrated experience conducting employee relations investigations and managing complex workplace issues. Strong knowledge of employment laws and regulations, including FLSA, FMLA, ADA, EEOC, and state-specific employment requirements. Proven ability to influence and coach leaders at multiple levels of the organization. Experience supporting District Managers, Regional Directors, and operational leadership teams preferred. Strong analytical skills with the ability to interpret workforce data and develop actionable recommendations. Excellent communication, conflict resolution, and relationship-building skills. Ability to work independently in a fast-paced environment while managing multiple priorities simultaneously. Strong proficiency with Microsoft Office Suite, HRIS systems, and reporting tools. Ability to maintain confidentiality and exercise sound judgment in handling sensitive matters. Retail industry experience is required.