HR Business Partner

LM Restaurants•Raleigh, NC

2d•$75,000 - $85,000•Onsite

About The Position

At LM Restaurants, we believe culture isn’t something you create on paper, it’s something our leaders build every day. As an HR Business Partner, you’ll have a direct impact on that culture by helping us find great people, develop great leaders, and create teams where people want to work and grow. You’ll partner with District Managers and General Managers across an area of approximately 1,000 team members, serving as a trusted advisor, problem-solver, talent scout, and coach.

Requirements

5+ years of progressive HR experience, preferably in hospitality, retail, or similar multi-unit environment.
Current HRCI or SHRM Certification
Strong recruiting and talent sourcing experience. You know how to find people—not just screen applicants.
Experience with employee relations, investigations, and coaching leaders through challenging situations.
A natural consultant who can build trust with leaders while also challenging them when needed.
Someone who leads with empathy but isn't afraid to hold people accountable.
Strong communication and relationship-building skills.
Strong project management skills and the ability to move projects from idea to implementation.
Comfortable managing multiple priorities and spending time in the field with restaurant leaders.
Someone who is curious, practical, resourceful, and doesn't need to be told what to do next.
Flexibility for occasional evening and weekend work.

Responsibilities

Proactively source and recruit great talent through networking, referrals, direct sourcing, social media, and other creative approaches.
Build relationships with candidates before we have an open position.
Partner with District Managers and General Managers to understand what they need and help them find the right people.
Know when a recruiting strategy isn’t working and be willing to change it.
Help leaders make great hiring decisions and not just fast ones.
Partner with District Managers, General Managers, and restaurant leaders across your assigned area.
Investigate employee relations concerns and help leaders determine the right path forward.
Coach leaders through difficult conversations, conflict, performance issues, and employee concerns.
Help leaders navigate HR policies and employment practices with consistency and good judgment.
Consult with leaders on their biggest people challenges and opportunities.
Help leaders create practical people plans around staffing, retention, engagement, development, and team effectiveness.
Use people data and trends to help leaders see what is happening in their teams and where they need to focus.
Follow up with leaders and help turn plans into action.
Coach managers and GMs to become stronger people leaders.
Support performance management and help leaders create a culture of accountability.
Identify high-potential team members and help leaders develop them.
Support our succession planning process and help build our next generation of leaders.
Partner on learning and development programs that make our managers better.
Lead and support HR projects that improve the experience of our team members and leaders.
Help develop and implement programs around leadership development, performance management, succession planning, engagement, and other people initiatives.
Take an idea from “we should do this” to “we’re doing this.