Strategic HR Business Partner

RaceTrac Petroleum, Inc.; United States; On-site; USD 150,000 - 210,000; Full time

Job summary

RaceTrac Petroleum, Inc. in the United States seeks a Strategic HR Business Partner at director level to serve as a trusted advisor to senior executives on complex workforce, talent, culture, and organization effectiveness opportunities.

This role leads high-impact HRBP work without direct people management, mentors other HRBPs, and partners with COEs to design scalable, data-driven solutions aligned with business priorities. Join a growth-focused team driving enterprise transformation.

Qualifications

• Bachelor degree in HR, Business Administration, Organizational Development, or related field; advanced degree preferred.
• 10+ years of progressive HR experience with significant strategic HRBP experience.
• Experience advising senior executives and leading complex workforce, talent, or organization effectiveness initiatives.
• Strong business acumen, executive communication, consulting, change leadership, and data interpretation skills.

Responsibilities

• Serve as trusted advisor to senior executives on complex people, organization, and workforce matters.
• Translate business strategy into workforce, talent, culture, and organization effectiveness plans.
• Lead complex workforce planning, organization design, talent strategy, and change leadership work.
• Identify enterprise-level talent risks, capability gaps, succession needs, and barriers.
• Mentor Senior HR Business Partners on strategic consulting and stakeholder management.
• Partner with HR COEs to design integrated solutions for complex business challenges.

Skills

Executive advisory

Strategic consulting

Change leadership

Data interpretation

Stakeholder management

Mentorship

Business acumen

Executive communication

Education

Bachelor degree in HR, Business Administration, Organizational Development, or related field

Advanced degree preferred

Job description

The Strategic HR Business Partner is a director-level individual contributor who serves as a strategic advisor to senior executives and business leaders on the organization’s most complex workforce, talent, culture, and organization effectiveness opportunities. This role leads high-impact HRBP work without direct people management responsibility and provides thought leadership across enterprise initiatives, business transformation, workforce planning, succession planning, and executive-level consulting. The role also mentors Senior HR Business Partners and HR Business Partners to strengthen strategic consulting capability across the HRBP team.

What You’ll Do

Executive and Strategic Advisory

• Serve as a trusted advisor to senior executives and business leaders on complex people, organization, and workforce matters.
• Translate business strategy into workforce, talent, culture, and organization effectiveness plans.
• Provide perspective on enterprise initiatives, leadership transitions, operating model changes, and strategic workforce decisions.

Enterprise Workforce and Organization Effectiveness

• Lead complex workforce planning, organization design, talent strategy, and change leadership work for high-impact business priorities.
• Identify enterprise-level talent risks, capability gaps, succession needs, and organizational barriers.
• Use workforce data, business insight, and stakeholder input to recommend practical, strategic solutions.

Mentorship and HRBP Capability Building

• Mentor Senior HR Business Partners and HR Business Partners on strategic consulting, executive influence, organization effectiveness, workforce planning, and business acumen.
• Model high-quality HRBP consulting through clear problem framing, data-informed recommendations, and disciplined stakeholder management.
• Create tools, approaches, or coaching moments that raise the capability and consistency of the HRBP team.

Change Leadership and Special Projects

• Lead or advise on enterprise-level change initiatives, restructures, integrations, leadership transitions, and major operating shifts.
• Help leaders anticipate people impacts, adoption risks, communication needs, and workforce implications.
• Partner with HR COEs to design integrated solutions for complex business challenges.

COE and Enterprise Integration

• Partner with Employee Relations, Reporting, HR Support Operations, Learning and Development, HR Systems, Total Rewards, and Talent Acquisition to align solutions to business strategy.
• Influence HR priorities by representing business needs, workforce trends, and executive stakeholder feedback.
• Ensure HR solutions are scalable, practical, and connected to measurable business outcomes.

What We’re Looking For

• Bachelor degree in Human Resources, Business Administration, Organizational Development, or related field required; advanced degree preferred.
• 10 or more years of progressive HR experience preferred, including significant strategic HRBP experience.
• Experience advising senior executives and leading complex workforce, talent, or organization effectiveness initiatives.
• Strong business acumen, executive communication, consulting, change leadership, and data interpretation skills.
• Demonstrated ability to influence without direct authority and mentor other HR professionals.

Fueled by Growth, Driven by You

At RaceTrac, our people make the difference. Whether you’re working in a store, at our corporate office, or on the road, you’ll be part of a team that brings energy, innovation, and a passion for serving others every day.

We support each other, celebrate wins big and small, and create opportunities for growth at every level. With four operating divisions RaceTrac, RaceWay, Energy Dispatch, and Gulf - there’s always a new challenge to take on and a new path to pursue.

Join us and discover how far your career can go.

To see what #LifeatRaceTrac is like, visit our LinkedIn, Facebook, and Instagram pages.

All qualified applicants will receive consideration for employment with RaceTrac without regard to their race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.