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Talent Management Business Partner - Travel Center Region

July 2, 2026

RaceTrac Company Overview Job Description: The Retail Talent Management Business Partner is a strategic advisor for our RaceTrac Stores who ensures the organization has the leadership capability, talent depth, and workforce strategy required to deliver business results at scale within a specific region. This role translates enterprise priorities into integrated talent solutions — building a strong leadership bench, driving a performance culture, and aligning workforce capability with future growth needs. Through data, cross‑functional partnership, and change leadership, the role strengthens execution, improves organizational health, and enables leaders to deliver consistent customer and business outcomes. It drives talent strategy and execution in partnership with HR and operations leaders, working across Talent, Learning, and HR Centers of Excellence to deliver enterprise talent strategies. Responsibilities: Enterprise Talent Strategy & Alignment Partner with senior leaders to translate enterprise strategy into a cohesive talent roadmap that strengthens capability, accelerates growth, and supports operational excellence. Align talent priorities with business goals, ensuring leadership, workforce capability, and organizational design support revenue, margin, and customer‑experience outcomes. Serve as the strategic connector between HR Centers of Excellence (TA, Learning, OD, DEI) and field/functional leaders. Leadership Development & Capability Building Assess leadership capability across multi‑unit retail operations and build targeted development plans that elevate performance and readiness. Deploy leadership programs, coaching, and interventions that strengthen accountability, operational discipline, and culture. Partner with Learning & Development to design and deliver scalable programs for frontline, store, district, and regional leaders. Succession Planning & Talent Pipeline Health Lead enterprise succession planning processes, ensuring strong bench strength for critical roles across stores, field operations, and corporate functions. Identify high‑potential talent and accelerate readiness through targeted experiences, development plans, and cross‑functional exposure. Monitor pipeline health and proactively address gaps that impact growth, continuity, or customer experience. Performance Management & Organizational Effectiveness Drive a performance culture that rewards results, strengthens accountability, and improves operational execution. Partner with leaders to diagnose organizational issues — structure, capability, spans/layers, role clarity — and recommend solutions that improve efficiency and effectiveness. Ensure consistent execution of performance management processes, including goal setting, calibration, and development planning. Workforce Planning & Capability Forecasting Lead long‑range workforce planning to ensure the organization has the talent, skills, and leadership required for future growth, new formats, and market expansion. Use analytics to forecast capability needs, identify skill gaps, and inform hiring, development, and mobility strategies. Partner with Talent Acquisition to align hiring strategies with future capability requirements. Culture, Engagement & Retention Strategy Analyze engagement, turnover, and workforce sentiment data to identify root causes and design targeted interventions. Partner with field and functional leaders to embed enterprise culture, values, and leadership expectations into daily operations. Support DEI strategies that strengthen inclusion, representation, and equitable talent practices. Change Leadership & Transformation Support Lead the talent components of major enterprise initiatives, acquisitions, reorganizations, system implementations, and new store growth. Equip leaders to navigate change effectively through communication, capability building, and adoption support. Ensure talent implications of transformation are anticipated, planned for, and executed with minimal disruption. Data‑Driven Insights & Talent Analytics Leverage dashboards, KPIs, and predictive analytics to diagnose talent risks, identify trends, and inform strategic decisions. Provide leaders with insights on turnover, bench strength, readiness, capability gaps, and organizational health. Use data to influence leaders and drive accountability for talent outcomes. Cross‑Functional Partnership & Enterprise Integration Partner with HRBPs, TA, Learning, Compensation, and DEI to deliver integrated talent solutions that support enterprise priorities. Ensure talent programs are scalable, consistent, and aligned across brands, regions, and functions. Serve as a strategic advisor to senior leaders on talent implications of business decisions. Qualifications: REQUIRED QUALIFICATIONS Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field (preferred). 5+ years of experience in talent management, learning & development, performance management, or a related HR field. Demonstrated experience leading succession planning, leadership development, or workforce‑planning initiatives. Strong consultative and strategic‑advisory skills, with the ability to partner with and influence senior leaders. Experience using talent analytics, dashboards, and KPIs to diagnose talent risks and inform decisions. Experience designing or deploying scalable talent programs across a multi‑unit or enterprise environment. PREFERRED QUALIFICATIONS Experience in retail, convenience, or multi‑unit field operations. Experience partnering across HR Centers of Excellence (Talent Acquisition, Learning, OD, DEI) in a matrixed organization. Experience leading the talent components of large‑scale change (acquisitions, reorganizations, system implementations, new‑unit growth). Familiarity with organizational design concepts, including structure, spans and layers, and role clarity. 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.

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...