HR Strategy & Enablement Manager

Inspire•Atlanta, GA

About The Position

Drives execution and operationalization of the HR Strategy & Enablement model, owning key components of portfolio management, governance, and strategic enablement. This role partners closely with HR and cross-functional leaders to translate strategy into actionable plans, maintain alignment across initiatives, and ensure work is delivered efficiently, transparently, and with business impact. They will understand the strategy and will provide insights and guidance around market intelligence, technology and innovation, business process management, portfolio management, organizational change management, team member experience strategy, and hands-on support to develop and execute roadmaps. This individual will lead the rollout strategy, serving as the main interface between HR COEs, HRBPs, and technical teams and being a key liaison between portfolio management and project enablement. This role will help connect the dots along the way for all stakeholders, articulate and document requirements, support prototyping and demonstrations, and perform initial testing to ensure solutions are aligned to desired outcomes and alignment with the HR Operating model. They will also be aware of the overall HR roadmap and will make connections to other HR initiatives and other functional areas to ensure sequencing, and synergies are optimized while keeping the team member experience and scalability at the forefront. Deep understanding of HR strategies, processes, and technologies is critical in this role.

Requirements

10+ years of progressive Human Resources, multiple HR implementations for large populations or related areas
Strong experience in HR technology
Strong portfolio management and prioritization skills
Ability to balance strategic thinking with hands-on execution
Experience working across complex, cross-functional environments
Clear and concise communication with stakeholders at all levels
Deep knowledge of HR best practices, employment laws, and regulations
Experience with large HR implementations
Strong communication skills, both technical and non-technical with the ability to influence stakeholders at all levels and build partnerships.
Exceptional analytical, problem-solving abilities and a data-driven mindset
Ability to work independently, supporting numerous tasks simultaneously while meeting critical timelines
Ability to develop executive level presentations, summaries and roadmaps
Strong leadership skills to indirectly lead individuals or teams
Proficiency within Microsoft Office tools
Displays the ability to work in a fast paced, culture
Willing to provide consultative insights as well as roll up sleeves and do detailed work
Inspire is a multi-brand restaurant company whose portfolio includes more than 33,000 Arby’s, Baskin-Robbins, Buffalo Wild Wings, Dunkin’, Jimmy John’s, and SONIC restaurants worldwide. We’re made up of some of the world’s most iconic restaurant brands, but we’re much more than just a restaurant company. We’re a team of hundreds of thousands who individually and collectively are changing the way people eat, drink, and gather around the table. We know that food is much more than a staple—it’s an experience. At Inspire, that’s our purpose: to ignite and nourish flavorful experiences. Inspire is a multi-brand restaurant company whose portfolio includes more than 33,000 Arby’s, Baskin-Robbins, Buffalo Wild Wings, Dunkin’, Jimmy John’s, and SONIC restaurants across nearly 60 global markets. In an industry facing increasing disruption, our leaders saw an opportunity to build a restaurant company unlike any other – one that brings together differentiated yet complementary brands and aims to make them stronger than they would be on their own. Found inherently in the purposes of our family of brands, we identified a common thread between our restaurants – the capacity to inspire. From guest experience to career development to community well-being, Inspire plays a role in the lives of millions of people every day. Our brands are diverse, distinctive, and fan favorites. In a sense, you could say we seek those who provide something different than the norm.

Nice To Haves

Business, HR, IT, or Operations related education preferred
Master’s degree a plus

Responsibilities

Translate HR strategy into roadmaps, plans, and actionable deliverables
Support development and maintenance of OKRs, priorities, and strategic plans
Partner with HR leaders to align initiatives to business outcomes and evolving priorities
Contribute to development of frameworks, presentations, and strategic materials
Manage intake, tracking, and prioritization of HR work across initiatives
Coordinate sequencing of work based on priorities, dependencies, and resource capacity
Maintain roadmaps, plans, and portfolio-level visibility across HR
Identify tradeoffs and escalate risks or misalignment as needed
Execute and continuously refine governance processes (intake, prioritization, decision-making)
Help define and operationalize roles, ownership, and accountability across initiatives
Ensure visibility into work status, dependencies, and execution progress
Support embedding compliance and risk considerations into workflows
Lead or support execution of HR programs and initiatives end-to-end
Coordinate across stakeholders to ensure priorities, timelines, deliverables, and outcomes are met
Support project lifecycle activities (planning, execution, tracking, and reporting)
Maintain playbooks, SOPs, and documentation
Own and maintain HR portfolio management tools (e.g., Asana or equivalent)
Develop reporting and insights to inform prioritization and decision-making
Use data to identify trends, gaps, and opportunities for improvement
Partner across HR COEs, HRBPs, HR Operations, and HR Tech teams
Act as a connector across technical and non-technical stakeholders
Provide consultative support to drive clarity and progress across initiatives
Identify opportunities to improve processes, tools, and ways of working
Champion adoption of standardized frameworks and enablement efforts
Contribute to building scalable, repeatable operating models across HR
Partner with product to identify HR technologies in support of strategy; reviewing how to extend existing tools or exploring tools in the marketplace.
Support prototypes and demos to review functionality.
Lead team in partnering with COEs to understand strategies and provide market intelligence, technical expertise and build plans and drive innovation to realize business value.
Lead and support vendor discussions, facilitate RFPs and requirements sessions.
Identify and design impacts to the operating model and operations as a result of changes.
Support development of change management plans for rollouts.