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Position Overview 

Are you passionate about empowering people, shaping culture, and driving business results? As a Human Resource Business Partner (HRBP), you’ll play a critical role in aligning HR strategies with business goals to create a high-performing, inclusive workplace. This role acts as a strategic consultant, servant leader, and culture champion — directly partnering with Store Operations and Support Center leaders to influence key decisions and deliver measurable impact. 

If you’re a relationship builder who thrives in dynamic environments and excels at connecting people’s strategies with business outcomes, we’d love to hear from you. 

 

What You’ll Do 

Strategic HR Partnership 

Serve as a trusted advisor to store and support center leaders, offering proactive, solutions-oriented guidance on team effectiveness and business performance.  Collaborate cross-functionally to align HR initiatives with Raley’s Customer and Team Member Promises and The Raley’s Way Values.  Lead and support organizational change efforts with a focus on engagement, retention, and minimizing disruption. 

People & Culture Leadership 

Use people analytics (e.g., turnover, exit surveys, safety data, complaints, HR Scorecard) to identify workforce trends and recommend data-driven solutions.  Promote a culture of inclusion and respect by partnering with leaders to implement programs that enhance diversity and belonging.  Provide input on special projects such as new store openings, acquisitions, organizational design, and workforce transitions. 

Talent Development & Succession Planning 

Drive talent management initiatives in your districts, including talent reviews, succession planning, and leadership development.  Act as a selection process advisor, ensuring compliance and fairness in promotions and hiring decisions.  Partner with Talent Development to design and deliver training on topics such as leadership, onboarding, team culture, and performance coaching. 

Employee Relations & Operational Support 

Collaborate with Team Member Relations to assess employee relations trends and address root causes.  Support leaders with coaching and policy guidance on employee performance, conduct, and engagement.  Provide thought leadership on a wide range of HR topics including compensation, labor law, payroll, and organizational behavior. 

 

What You Bring 

Education & Experience 

Bachelor’s degree in Human Resources, Business, or a related field, or equivalent combination of experience and education.  7+ years of progressive HR or multi-unit retail operations experience.  Demonstrated success leading change, delivering training, and advising leaders across business units.  Experience in a retail, service-based, or multi-unit environment preferred.  HR certification preferred (PHR, SHRM-CP, SHRM-SCP, etc.). 

Knowledge & Expertise 

Deep knowledge of core HR practices, including recruiting, succession planning, compensation, benefits, employment law, and employee relations.  Strong understanding of state and federal labor regulations (e.g., FMLA, ADA, EEO, Workers' Compensation, Wage & Hour).  Experience with union avoidance and labor relations is a plus. 

Skills & Strengths 

High level of business acumen and strategic thinking.  Exceptional coaching, consulting, and influencing skills.  Strong communication and presentation abilities — able to engage at all levels of the organization.  Confident in problem-solving, conflict resolution, and handling sensitive issues with discretion.  Proven ability to juggle multiple priorities and thrive in a fast-paced environment.  Proficiency in Microsoft Office and HRIS systems.