The Field HR Business Partner (HRBP) is a hands-on, operations-facing HR leader responsible for supporting multiple restaurant locations and field leadership teams. This role partners closely with Area Coaches, General Managers, and Operations leaders to execute people strategies that drive performance, engagement, compliance, and retention.
This position requires regular in-field presence, rapid issue resolution, and practical decision-making in a fast-paced, frontline environment.
KEY RESPONSIBILITIES:
Field Leadership Support
- Serve as the primary HR partner for assigned field leadership and restaurant locations.
- Provide visible, consistent in-field support to managers and teams, including site visits, meetings, and on-the-ground coaching.
- Act as a trusted advisor to leaders on day-to-day people decisions aligned with company values and operational realities.
- Partner with leaders to provide sound HR guidance aligned with business strategy and operational needs.
- Build strong, collaborative relationships with leaders, managers, and employees to drive engagement, productivity, and retention.
- Provide guidance on workforce planning, organizational design, restructuring, and succession planning.
Employee Relations & Investigations
- Lead complex employee relations cases including performance issues, policy violations, investigations, terminations, and conflict resolution.
- Conduct thorough, objective, and timely investigations, partnering with field leadership on outcomes and corrective actions.
- Provide clear guidance on employment decisions while balancing risk management and operational needs.
Compliance & Risk Mitigation
- Ensure field compliance with federal, state, and local employment laws and company policies.
- Proactively identify risks in field practices and partner with leaders to correct issues before escalation.
- Partner with Legal and centralized HR teams as needed on high-risk or sensitive matters.
- Provide real-time HR decision-making during critical incidents, emergencies, or high-risk employee situations.
- Serve as an HR presence during operational crises to ensure consistent, compliant, and people-first responses.
Performance, Talent, & Engagement
- Coach field leaders on performance management, employee development, corrective action, and engagement strategies.
- Support workforce planning, succession planning, and leadership transitions at the restaurant and area level.
- Identify field training needs and partner with HR and Operations to support leadership and frontline development.
HR Collaboration & Execution
- Coach field leaders on performance management, employee development, corrective action, and engagement strategies
- Partner with Benefits, HRIS, Payroll, and other teams to support field hiring, onboarding, pay, and employee lifecycle processes.
- Support execution of enterprise HR programs in the field (performance cycles, merit increases, engagement initiatives, retention efforts).
- Perform other duties as assigned.
LEADERSHIP BEHAVIORS:
Approachability - Is easy to approach and talk to; spends the extra effort to put others at ease; can be warm, pleasant, and gracious; is sensitive to and patient with the interpersonal anxieties of others; builds rapport well; is a good listener; is an early knower, getting informal and incomplete information in time to do something about it.
Business Acumen - Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace.
Composure - Is cool under pressure; does not become defensive or irritated when times are tough; is considered mature; can be counted on to hold things together during tough times; can handle stress; is not knocked off balance by the unexpected; doesn't show frustration when resisted or blocked; is a settling influence in a crisis.
Conflict Management - Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.
Integrity and Trust - Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn't misrepresent him/herself for personal gain.
Interpersonal Savvy - Relates well to all kinds of people—up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can defuse even high-tension situations comfortably.
Learns on the Fly - Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
Listening - Practices attentive and active listening; has the patience to hear people out; can accurately restate the opinions of others even when he/she disagrees.
Negotiating - Can negotiate skillfully in tough situations with both internal and external groups; can settle differences with minimum noise; can win concessions without damaging relationships; can be both direct and forceful as well as diplomatic; gains trust quickly of other parties to the negotiations; has a good sense of timing.
Planning - Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results.
Problem Solving - Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn't stop at the first answers.
Sizing Up People - Is a good judge of talent; after reasonable exposure, can articulate the strengths and limitations of people inside or outside the organization; can accurately project what people are likely to do across a variety of situations.
MINIMUM QUALIFICATIONS:
- 5+ years of progressive experience in Employee Relations or a related HR role.
- Strong working knowledge of employment and labor laws.
- Comprehensive understanding of HR functions and best practices
- Proven ability to coach leaders and influence outcomes in a fast-paced environment
- Excellent communication, interpersonal, and relationship-building skills
- Demonstrated negotiation, project management, and change management capabilities
- Strong business acumen
- Proficiency in Microsoft Office applications
EDUCATIONAL REQUIREMENTS:
- Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent combination of education and experience).
- PHR or SPHR certification preferred.
ABOUT:
Diversified Restaurant Group is a people first company! We pride ourselves on being a large company with a small company feel. Every person that works here is part of the DRG Family! What started as a 30-unit Taco Bell business in 2012, has since grown into a 300+ unit, multi-brand operation. DRG currently operates Taco Bell restaurants in California, Kansas, Missouri, and Nevada along with Arby’s restaurants in Alaska and Nevada. We have more than 9,000 team members and continue to grow every day!
DISCLAIMER:
You are applying to Diversified Restaurant Group, a franchisee of Taco Bell and Arby’s Corp. If hired, the franchisee will be your only employer.Franchisees are independent business owners who set their own wage and benefit programs that can vary among franchisees.
5-10 years96
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Job Description
Download ResumeThe Field HR Business Partner (HRBP) is a hands-on, operations-facing HR leader responsible for supporting multiple restaurant locations and field leadership teams. This role partners closely with Area Coaches, General Managers, and Operations leaders to execute people strategies that drive performance, engagement, compliance, and retention.
This position requires regular in-field presence, rapid issue resolution, and practical decision-making in a fast-paced, frontline environment.
KEY RESPONSIBILITIES:
Field Leadership Support
- Serve as the primary HR partner for assigned field leadership and restaurant locations.
- Provide visible, consistent in-field support to managers and teams, including site visits, meetings, and on-the-ground coaching.
- Act as a trusted advisor to leaders on day-to-day people decisions aligned with company values and operational realities.
- Partner with leaders to provide sound HR guidance aligned with business strategy and operational needs.
- Build strong, collaborative relationships with leaders, managers, and employees to drive engagement, productivity, and retention.
- Provide guidance on workforce planning, organizational design, restructuring, and succession planning.
Employee Relations & Investigations
- Lead complex employee relations cases including performance issues, policy violations, investigations, terminations, and conflict resolution.
- Conduct thorough, objective, and timely investigations, partnering with field leadership on outcomes and corrective actions.
- Provide clear guidance on employment decisions while balancing risk management and operational needs.
Compliance & Risk Mitigation
- Ensure field compliance with federal, state, and local employment laws and company policies.
- Proactively identify risks in field practices and partner with leaders to correct issues before escalation.
- Partner with Legal and centralized HR teams as needed on high-risk or sensitive matters.
- Provide real-time HR decision-making during critical incidents, emergencies, or high-risk employee situations.
- Serve as an HR presence during operational crises to ensure consistent, compliant, and people-first responses.
Performance, Talent, & Engagement
- Coach field leaders on performance management, employee development, corrective action, and engagement strategies.
- Support workforce planning, succession planning, and leadership transitions at the restaurant and area level.
- Identify field training needs and partner with HR and Operations to support leadership and frontline development.
HR Collaboration & Execution
- Coach field leaders on performance management, employee development, corrective action, and engagement strategies
- Partner with Benefits, HRIS, Payroll, and other teams to support field hiring, onboarding, pay, and employee lifecycle processes.
- Support execution of enterprise HR programs in the field (performance cycles, merit increases, engagement initiatives, retention efforts).
- Perform other duties as assigned.
LEADERSHIP BEHAVIORS:
Approachability - Is easy to approach and talk to; spends the extra effort to put others at ease; can be warm, pleasant, and gracious; is sensitive to and patient with the interpersonal anxieties of others; builds rapport well; is a good listener; is an early knower, getting informal and incomplete information in time to do something about it.
Business Acumen - Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace.
Composure - Is cool under pressure; does not become defensive or irritated when times are tough; is considered mature; can be counted on to hold things together during tough times; can handle stress; is not knocked off balance by the unexpected; doesn't show frustration when resisted or blocked; is a settling influence in a crisis.
Conflict Management - Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.
Integrity and Trust - Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn't misrepresent him/herself for personal gain.
Interpersonal Savvy - Relates well to all kinds of people—up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can defuse even high-tension situations comfortably.
Learns on the Fly - Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
Listening - Practices attentive and active listening; has the patience to hear people out; can accurately restate the opinions of others even when he/she disagrees.
Negotiating - Can negotiate skillfully in tough situations with both internal and external groups; can settle differences with minimum noise; can win concessions without damaging relationships; can be both direct and forceful as well as diplomatic; gains trust quickly of other parties to the negotiations; has a good sense of timing.
Planning - Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results.
Problem Solving - Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn't stop at the first answers.
Sizing Up People - Is a good judge of talent; after reasonable exposure, can articulate the strengths and limitations of people inside or outside the organization; can accurately project what people are likely to do across a variety of situations.
MINIMUM QUALIFICATIONS:
- 5+ years of progressive experience in Employee Relations or a related HR role.
- Strong working knowledge of employment and labor laws.
- Comprehensive understanding of HR functions and best practices
- Proven ability to coach leaders and influence outcomes in a fast-paced environment
- Excellent communication, interpersonal, and relationship-building skills
- Demonstrated negotiation, project management, and change management capabilities
- Strong business acumen
- Proficiency in Microsoft Office applications
EDUCATIONAL REQUIREMENTS:
- Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent combination of education and experience).
- PHR or SPHR certification preferred.
ABOUT:
Diversified Restaurant Group is a people first company! We pride ourselves on being a large company with a small company feel. Every person that works here is part of the DRG Family! What started as a 30-unit Taco Bell business in 2012, has since grown into a 300+ unit, multi-brand operation. DRG currently operates Taco Bell restaurants in California, Kansas, Missouri, and Nevada along with Arby’s restaurants in Alaska and Nevada. We have more than 9,000 team members and continue to grow every day!
DISCLAIMER:
You are applying to Diversified Restaurant Group, a franchisee of Taco Bell and Arby’s Corp. If hired, the franchisee will be your only employer.Franchisees are independent business owners who set their own wage and benefit programs that can vary among franchisees.