Human Resources Business Partner

Wingstop Restaurants Inc.; Dallas (TX); On-site; USD 95,000 - 130,000; Full time

Benefits offered by this job

Unlimited paid time off

Volunteer day

Competitive bonus structure

Team member stock purchase plan

Health savings or flexible spending

401k plan

Life and AD&D insurance

Education assistance

Wellness reimbursement

Paid maternity/paternity leave

Job summary

Wingstop Restaurants Inc. in Dallas seeks an experienced HR Business Partner (GSC, Corporate) to align people strategy with business priorities and growth.

You will partner with senior leaders to connect workforce plans, talent development, and organizational health to Wingstop's ongoing expansion. You’ll drive workforce planning, org design, and leadership development, collaborating with Talent Acquisition, Total Rewards, People Analytics, and Legal to deliver scalable solutions and measurable

Qualifications

• Bachelor's degree in HR, business, or related field.
• 5+ years of progressive HR experience, partnering with senior leaders.
• Ability to connect people strategies to operating priorities and metrics.
• Experience in workforce planning, organization design, and change leadership.
• Proven ability to influence leaders, build credibility, and drive results.
• Strong analytical skills using workforce data and external insights.

Responsibilities

• Develop and execute people strategies for assigned functions that directly support business objectives, operating priorities, and long-term growth.
• Build understanding of each function's strategy, operating model, financial and performance drivers.
• Serve as trusted advisor to leaders, translating decisions into people actions.
• Lead strategic workforce planning by assessing capability needs and talent supply.
• Advise on organization design, role clarity, spans and layers, and team effectiveness.
• Lead talent reviews, succession planning, and development planning.

Skills

Strategic thinking

Stakeholder management

Influencing & coaching

Analytical capability

Excellent communication

Executive presentation

Change leadership

Education

Bachelor's degree in HR / Business

Equivalent education/experience

Tools

HR systems

People analytics

Reporting tools

Job description

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 HR Business Partner, GSC (Corporate) serves as a strategic people advisor to leaders across assigned corporate functions. This role connects business priorities to workforce, talent, organization, and culture strategies that strengthen performance and enable Wingstop's continued growth.

With a strong understanding of the business and an enterprise perspective, the HR Business Partner anticipates people implications, challenges assumptions, brings forward insights, and helps leaders make thoughtful decisions that position their teams and the organization for the future.

• 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.

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)
• Basic life and AD&D insurance provided
• 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.