Human Resources Business Partner
Job DetailsJob Location 10350 ORMSBY PARK PL 3RD FLOOR- 70000 OpCo Above Restaurant - Louisville, KY Position Type Full Time Education Level 4 Year Degree Travel Percentage Up to 25% Job Shift Any Job Category Human Resources DescriptionPOSITION
Summary:
This role is responsible for providing leadership and support for the 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.
KEY ACCOUNTABILITIES /
Responsibilities:
Responsibility Area #1 Partner with Operations leadership to provide strategic and practical support across the broad spectrum of HR generalist duties.
Build Operations capability to drive environments that maximize the customer experience and minimize employee relations concerns.
Ensure restaurant operations are following 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.
Manage the performance appraisal process and calibration.
Ensure delivery of appraisals to all eligible employees by their supervisors.
Lead calibration sessions.
Manage the annual salary planning and equal pay analysis for all salaried managers.
Provide ongoing counsel on compensation, promotion and merit increases.
Responsibility Area #2 Lead the succession and people development processes for the field to ensure that people capability enables business growth.
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.
Monitor staffing levels, turnover and churn, and proper structure at all levels.
Provide guidance for improvement as needed.
Provide guidance and counsel on developing effective Career Development Plans/Professional Development Plans and Performance Improvement Plan Development and execution.
Provide 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.
Responsibility Area #3 Lead Employee Relations and Employment Practice coaching.
Increase organizational capability and compliance through the ongoing education and training of Restaurant Managers and Above Restaurant Leaders.
Build Operations capability to provide and lead a great work environment for all employees.
Provide guidance and counsel to Above Restaurant Leaders and General Managers on leading proper investigations and resolving Team Member concerns and Employee Relations matters, in a timely manner.
Provide coaching throughout investigation, gather pertinent information by conducting fact-finding discussions, interpret the findings, prepare associated documentation, and partner with operations leaders on proper and timely resolution, being consistent with company Employment Practice policies and standards.
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.
Please note this job description is not designed to cover or contain a comprehensive list of activities, duties, or responsibilities that are required of the employee for this role.
Duties, responsibilities, and activities may change at any time with or without notice.
QualificationsPEOPLE LEADERSHIP:
Total Number of direct reports:
None Note:
Team makeup may change with evolving organizational, and recruitment needs Management/ Supervisory responsibilities - 20% of time Hires or terminates employees Provides constructive / disciplinary feedback to employees EDUCATION / EXPERIENCE / ENVIRONMENT:
Note:
A combination of education and experience outside of the standards below may also be considered.
MINIMUM FORMAL EDUCATION:
Bachelor's Degree Required Type of Education (or Major) Required:
Human Resources, Business, or related Degree Designation(s) Preferred or Required:
PHR or SPHR Preferred MINIMUM
Experience:
7
years Type of Experience Required and Preferred:
Experience working with multi-unit QSR, restaurant or retail companies across multiple states is required.
Merger, acquisition, and divestiture experience is preferred.
Understanding of Organizations that include Franchise and Company Operations an asset.
PHYSICAL DEMANDS / WORK ENVIRONMENT:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee may be required to stand, stoop, kneel, crouch, crawl, talk, and/or hear.
The employee must occasionally lift or move up to 10 pounds.
REQUIRED KNOWLEDGE / SKILLS:
Displays subject matter expertise in federal and state labor and workplace laws.
Demonstrates strong knowledge of employee relations, talent review, succession planning, performance management, employee engagement, coaching, and counseling.
Strong interpersonal skills and a proven ability to engage with internal and external customers.
Effective communication skills are critical.
Both verbal and written communication skills will be essential in producing the results required for the role.
Proven track record of high performance and career progression.
Is naturally curious and takes the initiative to find solutions and more effective ways of working.
An ability to work effectively across a cross-functional team while supporting conflicting priorities and deadlines.
Possesses an entrepreneurial spirit with a desire to build the business.
Strong attention to detail and quality assurance is essential; Organizational skills are a must for continued success.
Computer proficiency in the Microsoft Office suite of products and knowledge of HRIS systems.
Comfortable working with changing priorities and performing other duties as assigned, without formal notice.
Travel is required up to 20% of the time.
Recommended Skills Attention To Detail Auditing Business Requirements Calibration Communication Coordinating Estimated Salary: $20 to $28 per hour based on qualifications.
Summary:
This role is responsible for providing leadership and support for the 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.
KEY ACCOUNTABILITIES /
Responsibilities:
Responsibility Area #1 Partner with Operations leadership to provide strategic and practical support across the broad spectrum of HR generalist duties.
Build Operations capability to drive environments that maximize the customer experience and minimize employee relations concerns.
Ensure restaurant operations are following 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.
Manage the performance appraisal process and calibration.
Ensure delivery of appraisals to all eligible employees by their supervisors.
Lead calibration sessions.
Manage the annual salary planning and equal pay analysis for all salaried managers.
Provide ongoing counsel on compensation, promotion and merit increases.
Responsibility Area #2 Lead the succession and people development processes for the field to ensure that people capability enables business growth.
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.
Monitor staffing levels, turnover and churn, and proper structure at all levels.
Provide guidance for improvement as needed.
Provide guidance and counsel on developing effective Career Development Plans/Professional Development Plans and Performance Improvement Plan Development and execution.
Provide 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.
Responsibility Area #3 Lead Employee Relations and Employment Practice coaching.
Increase organizational capability and compliance through the ongoing education and training of Restaurant Managers and Above Restaurant Leaders.
Build Operations capability to provide and lead a great work environment for all employees.
Provide guidance and counsel to Above Restaurant Leaders and General Managers on leading proper investigations and resolving Team Member concerns and Employee Relations matters, in a timely manner.
Provide coaching throughout investigation, gather pertinent information by conducting fact-finding discussions, interpret the findings, prepare associated documentation, and partner with operations leaders on proper and timely resolution, being consistent with company Employment Practice policies and standards.
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.
Please note this job description is not designed to cover or contain a comprehensive list of activities, duties, or responsibilities that are required of the employee for this role.
Duties, responsibilities, and activities may change at any time with or without notice.
QualificationsPEOPLE LEADERSHIP:
Total Number of direct reports:
None Note:
Team makeup may change with evolving organizational, and recruitment needs Management/ Supervisory responsibilities - 20% of time Hires or terminates employees Provides constructive / disciplinary feedback to employees EDUCATION / EXPERIENCE / ENVIRONMENT:
Note:
A combination of education and experience outside of the standards below may also be considered.
MINIMUM FORMAL EDUCATION:
Bachelor's Degree Required Type of Education (or Major) Required:
Human Resources, Business, or related Degree Designation(s) Preferred or Required:
PHR or SPHR Preferred MINIMUM
Experience:
7
years Type of Experience Required and Preferred:
Experience working with multi-unit QSR, restaurant or retail companies across multiple states is required.
Merger, acquisition, and divestiture experience is preferred.
Understanding of Organizations that include Franchise and Company Operations an asset.
PHYSICAL DEMANDS / WORK ENVIRONMENT:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee may be required to stand, stoop, kneel, crouch, crawl, talk, and/or hear.
The employee must occasionally lift or move up to 10 pounds.
REQUIRED KNOWLEDGE / SKILLS:
Displays subject matter expertise in federal and state labor and workplace laws.
Demonstrates strong knowledge of employee relations, talent review, succession planning, performance management, employee engagement, coaching, and counseling.
Strong interpersonal skills and a proven ability to engage with internal and external customers.
Effective communication skills are critical.
Both verbal and written communication skills will be essential in producing the results required for the role.
Proven track record of high performance and career progression.
Is naturally curious and takes the initiative to find solutions and more effective ways of working.
An ability to work effectively across a cross-functional team while supporting conflicting priorities and deadlines.
Possesses an entrepreneurial spirit with a desire to build the business.
Strong attention to detail and quality assurance is essential; Organizational skills are a must for continued success.
Computer proficiency in the Microsoft Office suite of products and knowledge of HRIS systems.
Comfortable working with changing priorities and performing other duties as assigned, without formal notice.
Travel is required up to 20% of the time.
Recommended Skills Attention To Detail Auditing Business Requirements Calibration Communication Coordinating Estimated Salary: $20 to $28 per hour based on qualifications.
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