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Retail Human Resource Jobs (NOW HIRING)

Leem Pro

HR Assistant

Lawrenceville, GA

$32K - $41K/yr

HR Assistant Retail Staffing DivisionPosition SummaryThe HR Assistant supports daily HR operations for employees assigned to our supermarket and retail clients. This role ensures smooth onboarding ...

Byrne Dairy and Deli

Human Resource Manager

Weedsport, NY · On-site

$78K - $95K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The Human Resource Manager is responsible for leading and managing all Human Resources functions for a growing convenience store chain with 80 plus retail locations, warehouse, bakery and corporate ...

LPI INC

Be Seen First

Human Resource Generalist

Johnson City, TN · On-site

$50K - $55K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Manufacture and Retailer is a leading company in the manufacturing and retail sector, specializing ... Summary We are seeking a Human Resources Generalist to join our team. This role will be pivotal in ...

Rural King

Human Resource Lead

Martinsville, VA · On-site

$19.75 - $25.75/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Monticello, IN · On-site

$19.25 - $25/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Monticello, IN

$19.25 - $25/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Zephyrhills, FL · On-site

$17.50 - $23/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Cape Girardeau, MO · On-site

$20.75 - $27/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Albertville, AL

$17.25 - $22.50/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Warsaw, IN · On-site

$16.75 - $20.45/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Van Wert, OH · On-site

$19 - $25/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Conover, NC · On-site

$19.25 - $25.25/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Kokomo, IN

$18.25 - $24/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Kokomo, IN · On-site

$18.25 - $24/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Zephyrhills, FL · On-site

$17.50 - $23/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

Rural King

Human Resource Lead

Albertville, AL · On-site

$17.25 - $22.50/hr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

The HR Lead serves as a resource for associates and leaders while helping build a workplace culture ... Retail or multi-location operations * Applicant Tracking Systems (ATS) * Human Capital Management ...

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Showing results 21-40

All JobsRetail Human Resource Jobs

Retail Human Resource information

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$13

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$41

How much do retail human resource jobs pay per hour?

As of Aug 16, 2026, the average hourly pay for retail human resource in the United States is $25.96, according to ZipRecruiter salary data. Most workers in this role earn between $20.43 and $28.61 per hour, depending on experience, location, and employer.

What is a retail human resource professional?

A Retail Human Resource (HR) professional is responsible for managing all aspects of employee relations within a retail organization. This includes recruiting, hiring, training, and developing staff, as well as handling payroll, benefits, and compliance with labor laws. Retail HR professionals also work to create a positive work environment, address employee concerns, and support store management in meeting staffing needs. Their role is essential to ensuring that retail operations run smoothly and that employees are motivated and productive.

How does a retail human resource professional typically collaborate with store managers and employees?

Retail Human Resource professionals work closely with store managers to support recruitment, training, and performance management. They often coordinate onboarding processes, address employee relations issues, and ensure compliance with labor laws. Additionally, they serve as a resource for employees, facilitating communication and resolving workplace concerns to create a positive store environment. Regular collaboration with both management and staff is essential to align HR initiatives with business goals and maintain high employee engagement.

What is the difference between Retail Human Resource vs Retail Store Manager?

AspectRetail Human ResourceRetail Store Manager
Primary RoleManaging HR functions such as recruitment, employee relations, and complianceOverseeing daily store operations, sales, and staff management
Required CredentialsHR certifications or related degrees often preferredExperience in retail management, leadership skills
Work EnvironmentOffice-based, HR departments within retail companiesOn-site in retail stores, direct interaction with staff and customers
Industry UsageCommonly employed in retail chains for HR functionsEssential for store operations and sales performance

While Retail Human Resources focuses on employee management and compliance, Retail Store Managers handle daily store operations and sales. Both roles are vital in retail, but they serve different functions within the organization.

What are the key skills and qualifications needed to thrive as a retail human resource professional, and why are they important?

To thrive as a Retail Human Resource professional, you need a solid understanding of HR principles, talent acquisition, and labor laws, often supported by a degree in human resources or a related field. Familiarity with HRIS systems, payroll software, and compliance management tools is typically required. Strong interpersonal skills, conflict resolution, and effective communication help you excel in supporting employees and managing workplace dynamics. These skills are vital to ensure smooth HR operations, employee satisfaction, and regulatory compliance in a fast-paced retail environment.
More about Retail Human Resource jobs

What cities are hiring for Retail Human Resource jobs?

Cities with the most Retail Human Resource job openings:

What states have the most Retail Human Resource jobs?

States with the most job openings for Retail Human Resource jobs include:

What job categories do people searching Retail Human Resource jobs look for?

The top searched job categories for Retail Human Resource jobs are:

Retail Human Resource jobs near you
Infographic showing various Retail Human Resource job openings in the United States as of August 2026, with employment types broken down into 65% Full Time, 33% Part Time, 1% Temporary, and 1% Contract. Highlights an 98% Physical, 1% Hybrid, and 1% Remote job distribution, with an average salary of $54,005 per year, or $26 per hour.

Director, Retail Human Resources - Gulf Coast Region

RaceTrac Petroleum, Inc.

Baton Rouge, LA • On-site

Full-time

Posted 9 days ago

RaceTrac rating

4.7

Company rating: 4.7 out of 10

Based on 197 frontline employees who took The Breakroom Quiz

38th of 47 rated convenience stores

Job description

RaceTrac Company Overview
Job Description:
The Director, Retail Human Resources Business Partner serves as a strategic advisor and operational partner to the Directors of Operations, and multi-unit field leaders across a large, high-volume convenience retail network. This role drives people strategy, workforce effectiveness, and organizational health to support revenue growth, customer experience, and operational excellence. The Director ensures consistent execution of HR processes, builds leadership capability, and delivers data-driven solutions that strengthen performance across hundreds of store locations.
This role drives the execution of enterprise HR strategies within the retail business vertical - partnering with field leadership on talent, culture, organizational effectiveness, and workforce initiatives that enable business performance. It maintains connectivity to Enterprise HR through matrixed partnerships with HR Centers of Excellence and Enterprise HR Strategy teams.
This role supports a RaceTrac region and will require travel at any given time to stores, or multiple stores within the region. At various times you may be in the field, at the region office, or work from home.
What You'll Do:
Strategic Partnership & Business Alignment
  • Partner with field and operations leadership as a strategic advisor, aligning people strategy to business goals while influencing decisions that improve workforce effectiveness, guest experience, and operational performance.
  • Translate enterprise initiatives into actionable HR plans that improve workforce stability, productivity, and store execution.
  • Use data, trends, and predictive analytics to influence decisions on labor planning, organizational design, and talent deployment.

Talent Strategy & Workforce Planning
  • Lead workforce planning across multi-state regions, ensuring staffing models and talent pipelines support growth and operational continuity.
  • Collaborate with Talent Acquisition to execute high-volume hiring strategies tailored to regional and seasonal needs.
  • Build and maintain succession plans, identifying and accelerating high-potential leaders through targeted development and coaching.

Leadership Coaching & Capability Building
  • Coach field leaders on performance management, accountability, culture, and leadership effectiveness.
  • Strengthen frontline leadership capability through targeted interventions, training, and consistent performance expectations.
  • Equip leaders to confidently navigate complex people issues and multi-unit leadership challenges.

Employee Relations & Risk Mitigation
  • Lead and resolve complex employee relations matters, ensuring consistency, compliance, and timely outcomes.
  • Partner with Legal, Compliance, and Operations to mitigate risk and maintain a safe, respectful workplace.
  • Identify systemic ER trends and implement proactive solutions that reduce claims, turnover, and operational disruption.

Culture, Engagement & Retention
  • Drive enterprise culture and engagement initiatives into the field, ensuring alignment with company values and service expectations.
  • Analyze engagement and turnover data to identify root causes and implement targeted retention strategies.
  • Champion diversity, equity, and inclusion across field operations, promoting equitable practices and inclusive leadership behaviors.

Operational Excellence & HR Process Execution
  • Ensure flawless execution of HR processes including performance reviews, compensation cycles, investigations, compliance audits, and policy implementation.
  • Partner with Operations to streamline processes, reduce administrative burden, and improve the frontline employee experience.
  • Optimize labor strategies that balance productivity, service standards, team engagement, and financial performance.

Change Leadership & Transformation
  • Lead HR components of large-scale initiatives such as reorganizations, acquisitions, system implementations, and new store growth.
  • Act as a change agent, ensuring field leaders understand, adopt, and sustain new ways of working.
  • Lead effectively in fast-paced environments, helping field leaders navigate ambiguity while maintaining operational focus and team engagement.
  • Translate complex enterprise changes into clear, actionable guidance for store and field teams.

Data-Driven Decision Making
  • Leverage dashboards, KPIs, and workforce analytics to diagnose issues and recommend solutions that improve business outcomes.
  • Track and report on key HR metrics including turnover, engagement, staffing levels, ER trends, and leadership pipeline health.
  • Use insights to influence operational leaders and drive accountability for people outcomes.

What We are Looking For:
  • Bachelor's degree in human resources, business, or a related field (preferred).
  • 10+ years of progressive Human Resources experience.
  • 2+ years of experience at the Director level.
  • Proven ability to align people strategy with business goals and translate enterprise initiatives into field execution.
  • Demonstrated success leading complex employee relations matters with consistency, compliance, and sound judgment.
  • Strong workforce-analytics fluency - using KPIs, dashboards, and predictive insights to influence operational decisions.
  • Experience leading the HR components of large-scale change (reorganizations, acquisitions, system implementations, new-unit growth).
  • Ability to coach and build capability among multi-unit field leaders in a fast-paced, high-volume environment.
  • Multi-unit retail, convenience, or operational HR experience is strongly preferred.
  • Experience supporting high-volume, geographically distributed field operations across multiple states or regions.
  • Experience partnering across HR Centers of Excellence and enterprise HR strategy teams in a matrixed organization.

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.
Responsibilities:
Strategic Partnership & Business Alignment
  • Partner with field and operations leadership as a strategic advisor, aligning people strategy to business goals while influencing decisions that improve workforce effectiveness, guest experience, and operational performance.
  • Translate enterprise initiatives into actionable HR plans that improve workforce stability, productivity, and store execution.
  • Use data, trends, and predictive analytics to influence decisions on labor planning, organizational design, and talent deployment.

Talent Strategy & Workforce Planning
  • Lead workforce planning across multi-state regions, ensuring staffing models and talent pipelines support growth and operational continuity.
  • Collaborate with Talent Acquisition to execute high-volume hiring strategies tailored to regional and seasonal needs.
  • Build and maintain succession plans, identifying and accelerating high-potential leaders through targeted development and coaching.

Leadership Coaching & Capability Building
  • Coach field leaders on performance management, accountability, culture, and leadership effectiveness.
  • Strengthen frontline leadership capability through targeted interventions, training, and consistent performance expectations.
  • Equip leaders to confidently navigate complex people issues and multi-unit leadership challenges.

Employee Relations & Risk Mitigation
  • Lead and resolve complex employee relations matters, ensuring consistency, compliance, and timely outcomes.
  • Partner with Legal, Compliance, and Operations to mitigate risk and maintain a safe, respectful workplace.
  • Identify systemic ER trends and implement proactive solutions that reduce claims, turnover, and operational disruption.

Culture, Engagement & Retention
  • Drive enterprise culture and engagement initiatives into the field, ensuring alignment with company values and service expectations.
  • Analyze engagement and turnover data to identify root causes and implement targeted retention strategies.
  • Champion diversity, equity, and inclusion across field operations, promoting equitable practices and inclusive leadership behaviors.

Operational Excellence & HR Process Execution
  • Ensure flawless execution of HR processes including performance reviews, compensation cycles, investigations, compliance audits, and policy implementation.
  • Partner with Operations to streamline processes, reduce administrative burden, and improve the frontline employee experience.
  • Partners with operations to optimize labor strategies that balance productivity, service standards, team engagement and financial performance.

Change Leadership & Transformation
  • Lead HR components of large-scale initiatives such as reorganizations, acquisitions, system implementations, and new store growth.
  • Act as a change agent, ensuring field leaders understand, adopt, and sustain new ways of working.
  • Leads effectively in fast paced environments, helping field leaders navigate ambiguity while maintaining operational focus and team engagement.
  • Translate complex enterprise changes into clear, actionable guidance for store and field teams.

Data-Driven Decision Making
  • Leverage dashboards, KPIs, and workforce analytics to diagnose issues and recommend solutions that improve business outcomes.
  • Track and report on key HR metrics including turnover, engagement, staffing levels, ER trends, and leadership pipeline health.
  • Use insights to influence operational leaders and drive accountability for people outcomes.

Work Experience / Skills
Qualifications:
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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