Director of Human Resources

Pei Wei Asian Kitchen•Irving, TX

1d•Hybrid

About The Position

The Director of Human Resources - Multi-Brand Restaurant Operations provides strategic and operational HR leadership across four restaurant brands: Pei Wei, Pei Wei Asian Express, Pick Up Stix, and Leeann Chin. While each brand operates independently with distinct leadership teams, operational models, and cultures, all brands align under shared enterprise HR standards. Reporting directly to the COO of Pei Wei and partnering closely with leaders across the other brands, this role serves as a trusted advisor to executive and operational leadership. The Director balances brand-specific needs with centralized HR governance, ensuring compliant, scalable, and effective people practices across a high-volume, multi-state restaurant workforce, including significant operations in California.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
PHR or SPHR certification required.
8--12 years of progressive HR experience, including senior-level leadership responsibilities.
Prior Human Resources experience within the restaurant, hospitality, or similar multi-unit service industry.
Multi-state HR experience, including direct responsibility for California employment law compliance.
Demonstrated success supporting high-volume hourly workforces.
Experience operating effectively within matrixed organizations and dotted-line reporting environments.
Strong expertise in employee relations, employment law compliance, wage and hour regulations, and risk management.

Nice To Haves

Experience supporting multiple brands, business units, or franchise organizations.
Experience leading geographically dispersed HR teams within restaurant or hospitality operations.

Responsibilities

Provide strategic HR leadership across Pei Wei, Pei Wei Asian Express, Pick Up Stix, and Leeann Chin.
Partner closely with the COO and brand executives to support business objectives.
Drive consistency in HR policies, procedures, and compliance standards while honoring the unique culture and operational needs of each brand.
Effectively navigate a matrixed organizational structure and influence decision-making across multiple business units.
Align workforce planning, talent strategies, and organizational initiatives with business goals.
Serve as both a strategic advisor and hands-on HR leader. Support organizational design, succession planning, leadership development, and change management initiatives.
Lead HR efforts related to growth, restructuring, operational transformation, and business expansion.
Lead complex employee relations investigations and escalated personnel matters.
Advise leaders on performance management, corrective actions, and employment decisions.
Ensure compliance with federal, state, and local employment regulations, with a strong focus on California labor and employment laws. Partner with Legal, Risk Management, and Operations to mitigate risk and manage claims, audits, and litigation matters.
Oversee performance management and leadership development programs.
Collaborate with business leaders to identify succession needs and leadership gaps.
Support recruitment and retention strategies for both hourly and management-level positions.
Champion training and development initiatives that strengthen operational leadership and internal talent pipelines.
Lead, mentor, and develop HR team members supporting multiple brands and geographic regions.
Establish clear service standards, escalation protocols, and accountability measures.
Foster collaboration, knowledge sharing, and best-practice development across the HR function.
Utilize workforce data and HR metrics to identify trends, risks, and opportunities.
Partner with HRIS and analytics teams to maintain data integrity and reporting accuracy.
Evaluate HR programs and processes to improve efficiency, scalability, and compliance.