Sr. HR Business Partner (McLean)

Company Overview 

We are a rapidly growing health and fitness organization with 70 clubs across multiple markets and an ambitious growth plan to reach 100 clubs within the next four years. Our mission is to improve lives through fitness, community, and exceptional club experiences. As we scale, we are investing in people leadership, operational excellence, and scalable HR infrastructure to support sustainable growth.

Role Summary 

The Senior HR Business Partner (Senior HRBP) is a foundational leadership role responsible for designing, launching, and scaling the HR Business Partner function across our multi-unit field organization and corporate office. This role reports to the Chief People Officer and collaborates with the broader HR Leadership Team.

This role will : 

• Build the HRBP model from the ground up
• Directly supervise a junior HRBP, with responsibility for future HRBP headcount planning as the organization scales
• Act as the primary HR leader for field operations in assigned region as well as key Corporate functions, supporting club leadership, regional leaders, and functional partners
• Provide compensation counsel , partnering with leadership to encourage competitive, equitable, and scalable pay practices
• Act as a senior advisor on  e mployment law, risk mitigation, and employee relations strategy , in partnership with HR-Compliance and CPO
• Drive people strategies that enable growth, retention, leadership capability, and operational performance

The Senior HRBP will collaborate closely with : 

• VP of Talent Management
• VP of HR Operations (and HR Compliance Manager)
• Senior Director of Talent Acquisition

These leaders will serve as Centers of Excellence (COEs) while the Senior HRBP ensures integration and execution within the field and corporate teams(RVPs and Regional Directors as main client group).

Key Responsibilities 

HRBP Program Design & Leadership

• Design, implement, and continuously evolve a scalable HR Business Partner operating model aligned with a multi-unit, high-growth environment
• Define HRBP roles, responsibilities, rhythms, and success metrics
• Establish governance, escalation paths, and partnership models between HRBPs, COEs, and field leadership
• Lead and mentor a junior HRBP; assess timing and structure for future HRBP hires as club count increases

Strategic Business & Corporate Partnership

• Serve as a trusted advisor to Sales/Operations, Fitness, and Corporate (e.g. Finance, Technology, Marketing, etc.) leaders on workforce strategy, organizational design, and leadership effectiveness
• Translate business strategy into people plans that support club growth, productivity, and profitability
• Partner with leaders on change management initiatives related to growth, restructuring, new market entry, or operational transformation
• Use data and insights to proactively identify people risks and opportunities

Compensation Guidance

• Assist field and corporate leadership with adhering to
• Job leveling and role architecture guidance
• Base pay, incentive, and promotion recommendations
• Market competitiveness and internal equity considerations
• Support annual compensation processes, including merit cycles, and bonus planning
• Employment Relations & Risk Management
• Act as a trusted employment counsel to leaders, providing guidance on:
• Performance management and corrective action
• Investigations and conflict resolution
• Leaves, accommodations, and policy interpretation
• Partner with HR Operations-Compliance to manage risk, ensure compliance, and reduce exposure
• Coach leaders on documentation, decision-making, and employment best practices
• Proactively identify systemic risks and recommend policy or training solutions

Talent & Leadership Development

• Partner with the VP of Talent Management to embed leadership development, performance management, and succession planning into field operations
• Support the identification and development of high-potential leaders across clubs and regions
• Coach leaders at multiple levels, from General Managers to Regional leaders, on people leadership effectiveness

Talent Acquisition & Workforce Planning

• Collaborate with the Senior Director of Talent Acquisition on:
• Workforce planning aligned with club growth
• Hiring strategies for key leadership and hard-to-fill roles
• Improving hiring manager capability and selection quality
• Ensure smooth handoffs from recruitment to onboarding and early leader success

Culture, Engagement & Retention

• Champion company culture and values across the field
• Partner with leaders to improve engagement, retention, and internal mobility
• Lead or support engagement surveys, action planning, and follow-through
• Address turnover trends and root causes with targeted interventions

Operational Excellence & Scale

• Partner with the VP of HR Operations to ensure field leaders are supported by efficient, compliant, and scalable HR processes
• Drive adoption of HR systems, tools, and programs in the field
• Balance standardization with flexibility to meet local market needs

Qualifications & Experience 

Required

• 8–12+ years of progressive HR experience, including Senior HRBP or HR Director-level roles
• Proven experience supporting multi-unit, field-based operations (retail, hospitality, fitness, restaurant, healthcare, or similar)
• Demonstrated success building or scaling an HRBP function or operating model
• Experience leading and developing HR team members
• Strong background in employee relations, leadership coaching, and change management
• Ability to operate comfortably at both strategic and hands-on levels
• Willingness to work primarily from corporate office and travel regularly to club locations

Preferred

• Experience in high-growth or private equity-backed organizations