Human Resource Business Partner

Flynn Group•Salt Lake City, UT

49d•Hybrid

About The Position

The HR Business Partner provides HR leadership for a geographical market. The position’s focus is on building relationships with field employees and management while driving and executing key HR and Operational initiatives and programs throughout their assigned market. This position works directly with market leadership to build a business partnership to ensure alignment between HR and Operations initiatives. This position also partners closely with the Support Center, serving as an operations liaison for various-functional departments.

Requirements

Minimum 3-5 years related HR experience in similar role/environment working in the field supporting multi-units (30+ units preferred, restaurants or retail)
Demonstrates high integrity and elevated level of HR professionalism and expertise.
Ability to work in a fast paced, changing environment with multiple priorities. Demonstrates adaptability – handles day-to-day work challenges confidently; is willing and able to adjust to multiple demands, shifting priorities, ambiguity, and rapid change; shows resilience in the face of constraints, frustrations, or adversity, demonstrates flexibility.
High standards and a drive for excellence. Committed to quality and has a strong attention to detail.
Ability to effectively work and communicate (written and verbal) with people at all levels within the organization.
Ability to lead and influence others in non-reporting relationships.
Strong organizational, problem solving, and analytical skills with a demonstrated history of managing priorities, workflow, and multiple processes simultaneously.
Strong interpersonal skills: proven ability to understand and respond to a diverse population including restaurant Team Members and Managers, Above Store Leaders, and Senior Leaders across Wend American
Strategic thinker, ability to partner with others to move strategy into action; strong ability to execute.
Team player - shows commitment to team objectives; values each person’s contribution to the team; encourages the participation and involvement of everyone on the team; contributes own fair share of effort to the team’s work.
Demonstrates excellent change leadership skills; able to guide organizations through change to achieve business results.
Must live within geographic area being supported; ability to work a flexible schedule including weekend, holiday, and/or evening, as required; ability to accommodate the likelihood of a variable work schedule from week to week; travel within assigned area and throughout the organization as requested; driving on company business (requires valid driver’s license and auto insurance coverage meeting or exceeding state requirements for property damage and bodily injury).

Nice To Haves

Bachelor’s degree preferred
Professional HRCI or SHRM certification a plus.

Responsibilities

Creates a partnership with the restaurant team and AD to ensure proper staffing and strategy is implemented to keep restaurants fully staffed.
Partners with Director of Operations and Area Directors to facilitate consistent bench plan/success planning process for all management and above restaurant positions.
Partners with Talent Acquisition Manager to facilitate the recruitment process for all RGM and AD positions. Effectively plan recruitment strategies for planned openings and upgrades (internal and external sourcing). Works with ADs to ensure needed urgency is executed with the external candidate pipeline.
Seeks out and sources creative sourcing options that are market or position specific.
Manages the offer letter process for internal promotions or external hires for RGM level and tracks the receipt of signed offer letters.
Participates in and/or conducts regular Manager Training classes for new and current managers focusing on people centric training modules. i.e., Coaching & Counseling, Performance Management, Hiring
Partners with AD with the onboarding for new RGMs (Welcome, Benefits, Orientation, Training Calendar)
Works directly with newly hired managers and Above Store Leaders on policies, procedures, and regulations to help set them up for success.
Partners with market leadership to ensure our brand training is executed to standard via the ADs and certified training restaurants.
Conducts regular store visits. Builds relationships with managers and team members while assessing the employee engagement and restaurant culture.
Ensures Employee performance reviews occur at all levels per company established timelines and standards.
Manages employee relations, field employee phone calls and emails. Answer questions directly and/or route to appropriate HR or Support Center contact
Directs the investigation and resolution of employee relations issues and EEOC charge responses. Acts as a consultant to managers for employee relations activities, including complaints and documentation.
Partners, reviews, and provides guidance to AD’s and DO’s regarding terminations and disciplinary actions. Ensures the performance management process and supporting documentation of that process is executed per company standards.
Manages Unemployment documentation and hearings process with the support of restaurant management and AD.
Ensures all annual and State Specific required training is completed.
Ensures the market is up to date on all labor related compliance - (posters, files, I-9's, minor work permits, payroll edits, breaks, etc.).
Stays abreast of upcoming or pending legislation with their area(s) and works with HR leadership/legal to implement process or policy changes.
Manages background check process. Consults with management when necessary.
Main point of contact for HRIS process from field management. Ensures correct process has been followed (transfers, LOA, background check, documentation, etc.) and approvals have been granted. Tracks changes for reporting purposes