Human Resource Business Partner, GSC

Wingstop Restaurants Inc.; Dallas (TX); On-site; USD 110,000 - 170,000; Full time

Benefits offered by this job

Unlimited paid time off

One paid volunteer day

Team member stock purchase plan

Health benefits

401k

Education Assistance

Wellness reimbursement

Paid maternity and paternity leave

Lunch provided in office

Discount on Wingstop gift cards

Onsite game room

Job summary

Wingstop Restaurants Inc. is seeking an HR Business Partner to align people strategies with business goals at our Dallas-area leadership team. You will partner with leaders to design organization structures, drive talent development, and lead workforce planning in a fast-growing, multi-unit restaurant environment.

You will leverage data insights, manage change initiatives, and collaborate across HR disciplines to deliver scalable, high-impact solutions in a high-growth company.

Qualifications

• Bachelor's degree in HR, Business Administration, or related field, or equivalent experience.
• 5+ years of progressive Human Resources experience, including HRBP to senior leaders.
• Ability to link people strategies to business outcomes and priorities.

Responsibilities

• Develop and execute people strategies supporting business objectives and growth.
• Advise leaders on organization design, roles, spans, and team effectiveness.
• Lead workforce planning, talent reviews, succession, and performance calibration.
• Coach leaders on leadership effectiveness and change management.
• Use data and external trends to forecast risks and shape priorities.
• Collaborate with Talent Acquisition, Total Rewards, HR Ops, Legal, and other teams.
• Translate engagement insights into actions improving retention and performance.

Skills

Strategic HRBP

Workforce planning

Change leadership

Talent management

Data-driven decisions

Executive communication

Cross-functional partnering

Education

Bachelor's degree in HR / Business Admin

Tools

HRIS

People analytics

Reporting tools

Job description

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.

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

• Develop and execute people strategies for assigned functions that directly support business objectives, operating priorities, and long-term growth plans.
• Build a deep understanding of each function's strategy, operating model, financial and performance drivers, and critical capabilities to provide relevant, business-minded counsel.
• Serve as a trusted advisor and thought partner to leaders, bringing an objective point of view, constructively challenging assumptions, and translating business decisions into people and organizational actions.
• Lead strategic workforce planning by assessing current and future capability needs, critical roles, talent supply, organizational risk, and opportunities to build, buy, or redeploy talent.
• Advise leaders on organization design, role clarity, spans and layers, decision rights, and team effectiveness to ensure structures and capabilities are aligned with business needs.
• Lead talent reviews, succession planning, performance calibration, and development planning to strengthen leadership pipelines, accelerate high-potential talent, and address capability gaps.
• Coach leaders on leadership effectiveness, accountability, team dynamics, performance, and organizational health, helping them raise the bar for both results and how work gets done.
• Use workforce data, business metrics, engagement insights, and external trends to identify patterns, forecast risks, shape priorities, and measure the impact of people strategies.
• Guide the people and change strategy for business transformation and organizational change, including stakeholder alignment, communication, readiness, adoption, and culture implications.
• Partner with Talent Acquisition, Talent Development, Total Rewards, People Analytics, HR Operations, Legal, and other teams to deliver integrated, scalable solutions and ensure shared accountability for outcomes.
• Strengthen a high-performance culture by helping leaders set clear expectations, differentiate performance, provide meaningful feedback, recognize impact, and address performance concerns promptly and consistently.
• Translate engagement and organizational health insights into focused actions that improve leadership effectiveness, team member experience, retention, and business performance.
• Provide strategic guidance on complex employee relations matters, investigations, organizational risk, and employment decisions, ensuring sound judgment, consistency, and compliance with company policy and applicable law.

What You’ll Need

• Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
• 5+ years of progressive Human Resources experience, including experience serving as an HR Business Partner to corporate functions and senior leaders.
• Demonstrated business acumen and the ability to connect people strategies to operating priorities, financial considerations, and measurable business outcomes.
• Experience in strategic workforce planning, organization design, talent management, succession planning, performance management, and change leadership.
• Proven ability to influence, coach, and constructively challenge leaders while building credibility and trusted relationships across functions and levels.
• Strong analytical capability with experience using workforce data, business metrics, and external insights to diagnose issues, develop recommendations, and evaluate impact.
• Sound judgment and experience navigating complex employee relations, organizational risk, and employment law matters in partnership with Legal and HR specialists.
• Ability to balance strategic thinking with disciplined execution, manage competing priorities, and drive work forward in a fast-paced, evolving environment.
• Excellent communication, facilitation, and executive presentation skills, with the ability to simplify complex issues and build alignment around decisions.
• Experience working in a high-growth, consumer, restaurant, retail, hospitality, multi-unit, or franchise organization is preferred.
• Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is preferred; experience with HR systems, people analytics, and reporting tools is a plus.

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

• 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.