About Us

Imagine: 30 unique restaurants to order from, brought to your door in under 30 minutes. That’s what our customers experience.

At Wonder, we want to make world-class food within reach, no matter where you live. That’s why we’ve created a vertically integrated, new standard of dining that will allow you to enjoy menus from award-winning chefs and iconic restaurants across the country, all in one place. Our elevated brick + mortar locations will offer pick up and dine in options, as well as delivery to your home.

As a food-tech startup backed by top-tier venture capitalists and led by a team of experienced entrepreneurs—including some of the most accomplished leaders in the technology, culinary, and logistics industries—we’re growing. Join us in pioneering a new category of dining called “Fast-Fine”, and revolutionizing the way people eat.

About the role

We are seeking a Senior Market HR Leader who will be a strategic partner to the Director of Operations to lead and oversee a team of HRBPs in a multi-state and multi-regional model, specializing in supporting operations in our restaurants. This role is pivotal in being a thought partner, providing guidance, and driving HR initiatives and strategies that enhance organizational effectiveness, employee engagement, and operational success within a large-scale, multi-unit field workforce environment.

The ideal candidate will have extensive experience in HR management,  in the Quick Service Restaurant (QSR) industry, with a strong understanding of both salaried leadership and hourly team member dynamics. 

Responsibilities 

Leadership and Team Management: 

  • Primary advisor and partner to the Director of Operations and Regional Leadership team providing guidance and direction on people matters 
  • Lead with a high-level of independence and collaborate with operational partners 
  • Lead and manage a team of HRBPs, providing guidance, support, and development opportunities 
  • Foster a collaborative team environment focused on achieving strategic HR goals and objectives 

Strategic HR Partnership: 

  • Lead and support the design and development for people priorities and serve as a strategic partner to stakeholders, providing expert HR guidance and insights 
  • Develop, make recommendations and implement HR strategies aligned with business objectives to drive performance and operational efficiency 

Employee Relations and Engagement: 

  • Consult with front line leaders on concerns and ensure Wonder’s core values and behaviors are the guide. 
  • Serve as an escalation point for employee relations concerns, ensuring fair and consistent application of policies and procedures 
  • Develop programs and initiatives that promote a positive work culture, high employee morale, and engagement among a diverse workforce 

Talent Acquisition and Development: 

  • Collaborate with recruitment teams to ensure effective talent acquisition strategies, particularly in addressing the unique challenges of hiring and retaining Wonder team members 
  • Implement and facilitate programs for leadership development, succession planning, and career pathing to support employee growth and retention 

HR Operations and Compliance: 

  • Ensure HR practices comply with federal, state, and local regulations, as well as company policies, with the ability to research, update, and iterate for new states as we scale 
  • Oversee HR operations for the field, including compensation, benefits administration, and performance management processes 

Change Management and Organizational Development: 

  • Lead change management initiatives and support organizational development efforts to enhance operational effectiveness and adaptability 
  • Drive initiatives to improve processes and streamline HR practices to support business growth and scalability 

The experience you have   

  • Bachelor’s degree in Human Resources, Business Administration, or a related field 
  • 8+ years of progressive HR experience, with at least 3 years in a senior HRBP or managerial role, preferably within the QSR, food and beverage, hospitality, or retail industry 
  • Proven experience managing and developing HR teams, with a track record of leadership and strategic decision-making 
  • Strong understanding of HR practices, employment laws, and regulatory requirements relevant to the QSR industry 
  • Excellent interpersonal and communication skills, with the ability to influence and collaborate at all levels of the organization 
  • Ability to thrive in a fast-paced, dynamic environment with a high degree of ambiguity and change 

Role Details 

  • Salary:$140,000-$157,500 
  • Multi-Location Role, Travel Required 
  • Reports to VP, People 

Benefits 

  • Medical, Dental, and Vision Insurance 
  • 100% employer-paid Life Insurance 
  • 401(k) Retirement Plan 
  • Employer match for Health Savings Account (HSA) 
  • Learning and Development opportunities to advance your career  
  • Employee Stock  
  • Employee Discount 

Note: Some of our benefits vary by state and depend on the number of hours you work.   

 

 

A final note 

At Wonder, we believe that in order to build the best team, we must hire using an objective lens.  We are committed to fair hiring practices where we hire people for their potential and advocate for diversity, equity, and inclusion.  As such, we do not discriminate or make decisions based on your race, color, religion, gender identity or expression, sexual orientation, national origin, age, military service eligibility, veteran status, marital status, disability, or any other protected class.  If you have a disability, please let your recruiter know how we can make your interview process work best for you.

We look forward to hearing from you! We'll contact you via email or text to schedule interviews and share information about your candidacy. 

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We're striving to build a diverse workforce and create an environment that's more enriching, more rewarding, and more innovative, where everyone feels safe to express their opinions, share their viewpoints and ideas, and be their best selves at work. Additionally, the Equal Employment Opportunity Commission (EEOC) requires that we collect certain demographic information about applicants.

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