Human Capital Regional People Partner

At Factory Direct Enterprises LLC d/b/a Ashley (FDE) we are committed to "Amazing" our Team Members by supporting their journey toward becoming their best selves. This commitment is reflected in our competitive compensation, benefits, culture, and growth opportunities, all of which align with our vision of being the employer of choice in every community we serve.

 

Who We Are:

#1 Selling Furniture Brand in the World#1 Retailer of Furniture and Bedding in the United States

As an industry leader, we offer the best compensation package in the furniture industry, including:

• Competitive Base Salary range, between $80,000 to $100,000, annually based on qualifications and relevant experience.
• Company Bonus Program: Earn up to 10% bonus potential based on personal and company performance
• 401(k) Program with a company match.
• Paid Time Off and Holiday Pay, including your birthday.
• Medical, Dental, and Vision Benefits starting as low as $25 a week.
• Referral Bonuses: Earn up to $1,000 for referring qualified candidates for open positions.

Our Culture and Team Member Programs: 

At FDE, we pride ourselves on a culture of recognition and growth. We believe in investing in our team and value their feedback through programs like Employee Surveys. Our Ashley Cares programs highlight our commitment to our team, our guests, and our communities, including:

• Hope to Dream: For every mattress sold, a portion of the proceeds is used to purchase and donate beds to children in need (ages 3-16).
• Give a Day: Every Team Member is encouraged to volunteer for one day per year with an approved organization, and we'll pay you for that day.
• Corporate Chaplains: Providing support in areas such as grief care, hospital visits, marriage and parenting support, aging parents, and stress management.
• Life Resources: Quarterly events supporting Team Members in areas like finances, relationships, health, and wellness.
• Team Member Relief Fund: Offering financial support for unexpected life events.
• SmartDollar: A FREE financial wellness program to help you budget, reduce debt, and save for the future.

 

About This Role:

The Regional People Partner serves as a strategic, field-facing partner to store and regional leadership, responsible for driving team performance, engagement, and retention across assigned locations. This role operates primarily in-store, building strong relationships and influencing outcomes through coaching, data insights, and a people-first approach.

 

Focused on elevating the overall team member experience, the Regional People Partner identifies opportunities to improve onboarding, strengthen leadership effectiveness, and enhance engagement and retention. This role bridges strategy and execution, ensuring that people initiatives are not only designed, but effectively implemented and sustained in the field.

 

Working in close partnership with Human Capital People Operations, this role focuses on influencing outcomes rather than administering HR processes, helping leaders build high performing, engaged, and stable teams.

Essential Functions

Strategic Partnership & Field Leadership Support

• Partner with Regional Sales Directors and store leadership to align people strategies with business goals and performance outcomes.
• Serve as a trusted partner to leaders, providing coaching and guidance on team performance, engagement, and retention.
• Translate business needs into actionable people strategies that improve team effectiveness and stability.
• Support organizational and cultural initiatives, ensuring adoption and consistency across locations.

Engagement, Culture & Team Member Experience

• Own the engagement and culture health of assigned stores through consistent in-field presence.
• Analyze engagement survey results, feedback, and store insights to identify trends and drive targeted action plans.
• Partner with leaders to strengthen communication, trust, and team connection.
• Reinforce company values and leadership behaviors to build a high-performing, people-first culture.

Performance Enablement & Talent Development

• Support leaders in improving team performance through coaching, feedback, and development.
• Identify performance gaps tied to engagement, onboarding, or leadership effectiveness and implement solutions.
• Collaborate with the Training team to create and deploy strategic learning solutions that close performance gaps, enhance leader effectiveness, and drive measurable business outcomes across the region.
• Reinforce learning and development initiatives and ensure consistent execution at the store level.
• Contribute to building leadership capability and bench strength across the region.

Team Member Programs & Engagement Initiatives

• Drive awareness, adoption, and participation in team member engagement programs, including Ashley Cares initiatives.
• Partner with leaders and ambassadors to ensure programs are effectively executed and impactful at the store level.
• Use storytelling and visibility to reinforce purpose, connection, and community across teams.

Team Member Relations & Communication

• Provide guidance and support to leaders on team member concerns, performance conversations, and policy application.
• Act as a liaison between store teams and Human Capital People Operations to ensure alignment and resolution of issues.
• Support clear, consistent, and transparent communication across all levels of the organization.

Data, Insights & Continuous Improvement

• Monitor and analyze key people metrics including engagement and turnover to identify trends, uncover root causes, and drive targeted action plans that improve team performance and retention.
• Translate data and field insights into clear, actionable recommendations for leaders.
• Support process improvements that enhance the effectiveness and consistency of people initiatives in the field.

Schedule Expectations

• Monday-Friday Office Hours
• Store Visits to Fleet of Stores across NJ, NY, CT, Long Island
• Regional travel to support store visits, leadership coaching, and team engagement initiatives.

Education & Experience Requirements

Education:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field preferred.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Experience:

• 5+ years of Human Resources experience.
• Minimum of 2–3 years in an HR Business Partner or strategic HR role.
• Experience supporting multi-site operations, preferably in a retail or distributed workforce environment.
• Demonstrated success in employee relations, engagement strategy, performance management, compliance, and workforce analytics.
• Experience influencing and coaching senior and mid-level leaders.

Skills:

• Critical thinking and problem-solving skills to address workplace challenges effectively.
• Professional presence and ability to build trust and credibility with team members and leadership.
• Strong business acumen with the ability to align human capital strategy to operational goals.
• Exceptional relationship-building and stakeholder management skills.
• Strong analytical skills with the ability to translate data into actionable strategies.
• Knowledge of employment law and HR compliance standards.
• Effective conflict resolution and investigative skills.
• Strong organizational skills with the ability to manage multiple priorities.
• Ability to travel regularly within assigned region.