Human Resources Business Partner
Wingstop Restaurants
Human Resources Business Partner
Wingstop Restaurants
Runs quick-service chicken wing restaurants
WHO WE ARE
We’re not in the wing business. We’re in the flavor business. It’s been our mission to Serve the World Flavor since we first opened in 1994, and we’re just getting started. 1997 saw the opening of our first brand partner operated Wingstop location, and by 2002 we had served the world one billion wings. It’s flavor that defines us and has made Wingstop one of the fastest growing brands in the restaurant industry.
Above all else – our success is largely due to our people and our core values, or what we call The Wingstop Way of being entrepreneurial, service-minded, fun, and authentic. We believe having a strong people foundation centered on these collective values creates a crave-worthy culture and talented team, as well as ensures our brand is poised for accelerated growth. We all win together.
WHAT WE’LL NEED
The HRBP, Corporate Operations – Tampa, FL is a field-facing business partner responsible for driving people performance, leadership capability, and employee relations excellence across corporate-owned restaurants.
This role partners directly with Operations leadership to:
Improve team member and leadership performance
Ensure consistent application of HR practices and policies
Support hiring, onboarding, and engagement at scale
Lead employee relations strategy and execution
Operating remotely, this HRBP must influence through strong partnership, data-driven insights, and consistent field engagement, while also contributing to network-level HR effectiveness.
Scope & Impact
Direct support of Corporate Operations leaders across Florida market
Ownership of local HR execution and network-level employee relations practices
Influence over:
Leadership performance and decision-making
Hiring and onboarding outcomes
Employee relations risk and compliance
Engagement and retention trends
This role ensures that people practices enable operational performance, not hinder it.
Key Accountabilities
1. Operations Partnership & Performance Management (Local)
Serve as the primary HR partner to Senior Operations Leaders
Conduct weekly 1:1s and attend District Manager meetings
Maintain regular field presence (minimum 3 restaurant visits per week)
Coach and counsel leaders on performance management and people decisions
Lead performance management processes for exempt and non-exempt team members
Own HR WBR reporting, including hiring, attrition, and onboarding trends
2. New Restaurant Openings & Acquisitions (Local)
Lead hiring events and manage associated budgets
Partner with Talent Acquisition to support GM+ hiring and interview processes
Own onboarding strategy and execution:
Deliver onboarding for exempt leaders
Ensure consistent onboarding follow-through for non-exempt team members
Ensure readiness of people processes for new openings and acquisitions
3. Employee Relations (Local)
Act as lead investigator for employee relations issues across the local area
Ensure consistent, compliant documentation and case management practices
Coach leaders on corrective action and policy application
Deliver training on employee relations topics and best practices to local leaders
Own worker’s compensation coordination, including vendor and legal partnerships for local area
4. Engagement & Culture (Local)
Partner with Operations leaders to execute engagement initiatives within budget
Coordinate activities with GSC HR and local leadership teams
Support development of exempt leaders through coaching and guidance
Reinforce a consistent, values-driven culture across restaurants
5. Network-Level HR Contribution (Remote Impact)
Identify trends across markets (turnover, ER issues, hiring effectiveness)
Provide insights to improve consistency and reduce variability
Support standardization of HR practices across corporate stores
Contribute to scalable HR solutions that improve network performance
WHAT YOU’LL NEED
Core Capabilities
Business Partnership – Aligns HR strategy with operational needs
Employee Relations Expertise – Strong investigative and compliance capability
Coaching & Influence – Guides leaders to make better people decisions
Data Literacy – Uses metrics to identify trends and drive action
Execution Discipline – Delivers consistent, reliable HR support
Experience
5–8+ years of HRBP or field HR experience in multi-unit or retail, restaurant, distribution, or manufacturing environments
Strong experience in employee relations and investigation
Proven ability to partner with operations leaders at scale
Experience supporting hiring, onboarding, and performance management processes
Ability to travel regularly within assigned markets
WHO YOU ARE
No job is too small. You recognize that the real work happens in the restaurants, and everything we do should support their success. You stay humble, roll up your sleeves, and always look for ways to help. You learn from others and contribute wherever you can.
You care deeply about doing great work and driving results. You’re curious, ask questions, and seek out opportunities to improve. You don’t just point out problems—you bring solutions, ideas, and perspectives that move the team forward.
You take full responsibility for your work and see things through to completion. You aren’t afraid to fail because you know that failure is a part of learning and growth. You take action, move fast, and keep pushing forward.
You lead with empathy, respect, and emotional intelligence. You collaborate effectively, fostering a culture of trust and constructive feedback. You understand the importance of teamwork and ensure that your actions build others up rather than break them down.
You push yourself and others to be better. You embrace healthy conflict, knowing that great ideas and strong teams emerge from honest, constructive conversations. You believe that leaders create leaders and are committed to fostering a culture of growth, challenge, and continuous improvement.
BENEFITS
FLAVOR PERKS:
Unlimited paid time off for exempt employees
One paid volunteer day of your choice
Competitive bonus structure for eligible roles
Team member stock purchase plan
Health savings or flexible spending account options
401k – (dollar for dollar on the first 3% and then 50 cents on the dollar for the next 2% for team member contributions up to 5% of eligible compensation)
Comprehensive medical, dental, and vision benefits
Basic life and AD&D insurance provided
Pet insurance
Education Assistance
Wellness reimbursement program
Paid maternity and paternity leave
FUN IS THE BEST FLAVOR:
Lunch provided every Tuesday and Thursday in office
Discount on Wingstop gift cards
Onsite game room
Wingstop provides equal opportunities for everyone that works for us and everyone that applies to join our team, without regard to sex or gender, gender identity, gender expression, age, race, religious creed, color, national origin, ancestry, pregnancy, physical or mental disability, medical condition, genetic information, marital status, sexual orientation, any service, past, present, or future, in the uniformed services of the United States (military or veteran status), or any other consideration protected by federal, state, or local law.
Runs quick-service chicken wing restaurants
Wingstop operates and franchises quick-service restaurants for guests seeking cooked-to-order chicken meals. Its menu includes classic and boneless wings, tenders and chicken sandwiches, with signature sauces, fries, sides, ranch and bleu cheese dips. Guests order in person, for carryout or delivery; Wingstop provides franchise partners with restaurant technology and brand support. Most locations are franchisee-operated; Wingstop Inc. also runs a smaller group and earns revenue from royalties, franchise and development fees, advertising contributions and company-owned restaurant sales. Wingstop began with its first restaurant in Garland, Texas, in 1994 and is headquartered in Dallas, Texas.
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