New

HR Business Partner R143 & R144

The GIANT Company
United States, Pennsylvania, Carlisle
1149 Harrisburg Pike (Show on map)
Jul 01, 2026
Category/Area of Expertise: Human Resources Job Requisition: 532236 Address: USA-PA-Carlisle-1149 Harrisburg Pike Store Code: Human Resources - Brands (5148612) At The GIANT Company we're committed to making our stores and facilities better every day for our team members, customers, and communities. It's our secret recipe for success and it guides everything we do. We put our customers first, do what's right, win together, and make ideas happen. As a team member here, that's exactly what you'll help us do. You'll share your ideas, learn new skills, and really make a difference for not only your team, but for your customers and your community. The HR Business Partner serves as a strategic partner to regional leadership, aligning people strategies with business objectives to drive performance, engagement, and operational excellence. This role provides proactive, consultative HR leadership across the full team member lifecycle, ensuring HR strategy is effectively deployed in the field while also elevating business outcomes through strong partnership with the Regional Director and Regional Support Team. The HRBP leverages analytics, coaching, and cross-functional collaboration to enhance workforce effectiveness, strengthen leadership capability, and foster a high-performing, values-driven culture across assigned stores. Essential Functions (Describe, in order of importance, the primary duties and/or responsibilities to be performed, methods used, and why. Statement should include WHAT, HOW, and WHY) Strategic HR Partnership Serve as a trusted advisor to the Regional Director, providing strategic HR insight to support operational decision-making and problem-solving. Partner with the Regional Support Team to align HR strategies with business goals and contribute to regional planning. Bring a team member focused lens to business challenges and opportunities to improve performance and engagement. Regional Leadership & Collaboration Act as a key leader within the Regional Support Team, fostering collaboration across HR, Operations, Merchandising, Asset Protection, and Customer Service. Represent HR in regional leadership meetings, providing insights and recommendations on workforce trends. Support regional initiatives, projects, and store/holiday readiness walks. HR Metrics & Workforce Planning Monitor and analyze HR and labor metrics including staffing levels, overtime, turnover, absenteeism, applicant flow, and workforce utilization. Translate data insights into actionable recommendations to improve performance and associate experience. Partner with field leaders to drive data-informed decision-making and proactive workforce planning. Performance Management Guide leaders through the performance management cycle including goal setting, reviews, and corrective action processes. Lead calibration sessions to ensure fairness and consistency in performance evaluations. Provide tools and coaching to strengthen feedback and development conversations. Team Member Relations Promote a positive work environment through engagement and timely issue resolution. Conduct investigations and document findings, ensuring fair and consistent outcomes. Provide guidance on coaching, discipline, and conflict resolution. Talent Management & Development Identify and develop high-potential talent; support succession planning and leadership pipelines. Facilitate leadership development programs and training initiatives. Support Store Manager and Assistant Store Manager development processes and readiness. Training & Development Partner with Learning & Development to deliver impactful training aligned to business needs. Identify skill gaps and recommend targeted learning solutions. Monitor effectiveness of training and reinforce a culture of continuous development. Recruitment, Staffing & Onboarding Partner with Talent Acquisition and field leaders to ensure timely and effective hiring. Monitor staffing levels and support workforce planning and bench strength development. Ensure consistent and engaging onboarding experiences across the region. Compliance & Policy Implementation Ensure adherence to employment laws, company policies, and ethical standards. Support audits, compliance reviews, and HR-focused store visits. Deliver HR policy training and reinforce consistent execution across locations. Change Management & Culture Lead HR-related aspects of organizational change initiatives (e.g., leadership transitions, restructures, new store openings). Champion company culture and values across all locations. Act as a change agent driving continuous improvement. Engagement & Retention Drive participation in engagement surveys and facilitate action planning. Monitor engagement trends and partner with leadership to implement improvements. Conduct stay interviews and support retention strategies. HR Projects & Lifecycle Support Support cross-functional HR initiatives and company-wide program rollouts. Manage key stages of the employee lifecycle including onboarding, development, and exit processes. Provide field insights to inform HR strategy and program enhancements. Knowledge (List the types of knowledge needed to perform the job (understanding of business theories or industry standards, specific software, etc.)) Understanding of HR best practices, employment law, and labor trends Knowledge of workforce planning, talent management, and performance management processes Familiarity with HRIS systems and data analytics tools General understanding of retail or field-based operations Skills (List other skills or special attributes needed to perform the job) Building and sustaining relationships Strong business and HR acumen Analytical and problem-solving skills Effective communication and presentation skills Influencing and coaching skills Customer focus Organizational and time management skills Intermediate Microsoft Office, Excel and data analysis skills Abilities (List other abilities needed to perform the job) Ability to lead through influence in a matrixed environment Ability to manage multiple priorities in a fast-paced environment Ability to translate data into actionable insights Ability to handle sensitive situations with professionalism and confidentiality Ability to travel within assigned region Education (Identify the minimum education required to perform the essential functions of this position. Include certifications and licenses when applicable.) Bachelor's Degree in Human Resources, Business Administration, or related field preferred Experience (Indicate the minimum years of applicable and relevant work experience that would be necessary to effectively perform in the position) 2-4 years of progressive HR experience and/or related field based operations experience Experience in employee relations, performance management, and talent development preferred Experience supporting field or multi-site operations is a plus Nature of Supervision (Given and/or received) Supervision Received: Works under general direction of the Divisional HR Manager with alignment to HR strategy and priorities. Work is reviewed periodically based on business outcomes, key metrics, and project deliverables. Supervision Given: No direct reports; provides indirect leadership, coaching, and guidance to store leadership teams and cross-functional partners. The statements contained herein reflect general details as necessary to describe the principal functions for this job, the level of knowledge and skill typically required, and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods, or otherwise to balance the workload. The GIANT Company is an equal opportunity employer. We comply with all applicable federal, state, and local laws. Qualified applicants are considered without regard to sex, race, color, ancestry, national origin, citizenship status, religion, age, marital status (including civil unions), military service, veteran status, pregnancy (including childbirth and related medical conditions), genetic information, sexual orientation, gender identity, legally recognized disability, domestic violence victim status, or any other characteristic protected by law.