Description:

This role is responsible for providing leadership and support for assigned Operations Leadership Team in all aspects of human resources and talent management. This position serves as an integral member of the operations leadership team and works to ensure that we attract, develop and retain the talent required to meet business needs and drive performance. RESPONSIBILITIES: 1. Ensure operations team members are in compliance with all labor and employment laws. • Explain, interpret and consult on Brand policies and procedures • Recommend, draft and proofread Brand related policies and procedures • Deliver EEOC response and Federal/State Labor and Immigration Audit information to Corporate HR as needed 2. Responsible for investigating and resolving Team Member Relations matters. Gathers detailed, pertinent information by conducting fact-finding interviews and investigations, interpreting the findings, preparing associated documentation, and partnering with operations leaders to resolve. 3. Facilitate ongoing Talent Strategy/Bench Strength and Succession Planning Sessions to ensure accurate assessment of talent to meet the business needs and development of plans to improve the bench. This includes point in time assessment of performance, potential, updating talent pools and readiness of talent. 4. Provide guidance and counsel on developing effective Career Development Plans/Professional Development Plans and Performance Improvement Plan Development and execution • Provides advice, guidance and support to management to efficiently address a wide array of employee conduct and performance-related issues, keeping appropriate parties apprised of the status and associated recommendations, as appropriate. Effectively develop and/or review and approve required performance counseling documents, as required 5. Participate in the development and facilitation of training on a variety of employee relations topics including performance management, performance improvement and corrective action processes, harassment, EEO regulations and other related ER topics 6. Deliver engagement survey results and assist in creating effective action plans to improve engagement. Lead focus groups and other sessions to gather feedback from teams. 7. Monitor staffing levels, turnover and churn, and proper structure at all levels. Provide guidance for improvement as needed. 8. Manage the performance appraisal process and calibration. • Ensure delivery of appraisals to all eligible employees by their supervisors. • Lead calibration sessions 9. Manage the annual salary planning and equal pay analysis for all salaried managers. • Provide ongoing counsel on compensation, promotion and merit increases

Requirements:

EDUCATION QUALIFICATIONS: • Bachelor’s degree in Human Resources or equivalent experience • 5 years of employee relations or other related experience • Valid driver’s license EXPERIENCE QUALIFICATION: • Microsoft Excel, PowerPoint and Word proficiency • Preferred: PHR or SPHR Certification • Experience in multi-state, multi-unit operations in restaurant, retail or hospitality industry • Preferred: merger, acquisition and/or divestiture experience REQUIRED KNOWLEDGE, SKILLS or ABILITIES: • Displays subject matter expertise in federal and state labor and workplace laws • Demonstrates strong knowledge of talent review, succession planning, performance management, employee engagement, coaching, and counseling • Displays excellent written and verbal communication and facilitation skills • Displays strength in planning, organizing, and prioritizing to deliver results and complete assignments within deadlines, with a limited amount of direct supervision, and oftentimes managing multiple priorities TRAVEL REQUIREMENTS: Travel Required Up to 50%

Additional Info:

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