Senior Manager, Human Resources

Position Summary

Reporting to the Director, Retail Human Resources, the Sr. Manager, Human Resources Business Partner serves as a strategic thought partner to Regional Vice Presidents and retail leadership teams across a multi-state, multi-unit region. This role is responsible for developing and executing people strategies that support business objectives while providing expertise in employee relations, talent acquisition, succession planning, leadership development, workforce planning, and compliance.

As a key member of both the Retail Operations and Human Resources teams, this position drives organizational effectiveness, supports change management initiatives, and fosters an engaging, high-performing culture that reflects Panera's values.

This role is field based. Candidates must live in one of the following markets to be considered: Detroit, Indianapolis, Minneapolis/St. Paul or North Carolina/South Carolina.

Key Responsibilities

• Develop a deep understanding of Panera's retail business and operational priorities to ensure HR strategies and programs drive business results.
• Serve as a trusted advisor to Regional Vice Presidents and retail leaders, providing guidance on organizational effectiveness, talent management, workforce planning, and employee engagement.
• Diagnose organizational and people-related challenges and implement solutions that improve performance, retention, and overall team effectiveness.
• Identify succession planning opportunities and partner with leaders to build robust talent pipelines for Café Managers, Multi-Unit Managers, and future market leaders.
• Provide expert guidance on the interpretation and application of federal, state, and local employment laws, ensuring compliance and minimizing organizational risk.
• Collaborate with Talent Acquisition to ensure management positions are filled with high-quality talent and support workforce planning efforts across the region.
• Ensure effective onboarding and integration of new leaders to support long-term success and retention.
• Coach leaders on performance management, employee development, compensation practices, conflict resolution, and leadership effectiveness.
• Recommend and implement best practices, training initiatives, and leadership development programs that strengthen employee engagement and organizational capability.
• Lead and support enterprise or divisional HR initiatives while balancing day-to-day regional responsibilities.
• Utilize workforce metrics and data insights to identify trends, measure outcomes, and inform business decisions.
• Travel: This position is home-based and requires up to 50% travel.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, or a related field; equivalent experience will be considered.
• 5-7 years of progressive Human Resources experience, including HR Business Partner or Generalist responsibilities within a multi-state, multi-unit retail, restaurant, hospitality, or service-based environment.
• Strong knowledge of employment laws and regulatory requirements, including EEO, ADA, FMLA, DOL, OSHA, and related state and local regulations.
• Demonstrated experience partnering with field leadership to drive business and people outcomes.
• Strong experience in employee relations, talent management, succession planning, organizational development, and performance management.
• Proven ability to build relationships and influence leaders at multiple organizational levels.
• Exceptional coaching, communication, and interpersonal skills.
• Ability to manage multiple priorities and adapt effectively in a fast-paced environment.
• Experience handling sensitive and confidential information with sound judgment and discretion.

Preferred

• Professional Human Resources (PHR) or SHRM certification.
• Experience utilizing workforce analytics and reporting tools, including Power BI.
• Advanced proficiency in Microsoft Office Suite, including Excel, PowerPoint, and Teams.

Key Competencies

• Strategic Business Partnership
• Talent Management & Succession Planning
• Employee Relations & Conflict Resolution
• Leadership Coaching & Development
• Organizational Effectiveness
• Change Management
• Employment Law & Compliance
• Data-Driven Decision Making
• Influence & Relationship Building

Competitive Pay $111,808 to $134,169 annually. The actual pay offered will be determined by multiple factors, including but not limited to the candidate’s relevant experience, job-related knowledge, skills, and geographical location. Individual compensation decisions are dependent upon the facts and circumstances of each position and candidate.

Saint Louis Support Center