Hr Business Partner

LM Restaurants•Raleigh, NC

4d•$70,000 - $95,000•Onsite

About The Position

At LM Restaurants, our people are the heart of everything we do. We believe that when leaders genuinely care, teams thrive. And when teams thrive, our guests feel it too. We’re looking for a Human Resources Business Partner (HRBP) who will partner closely with operations leaders to create an environment where every team member feels supported, respected, and inspired to grow. This is a strategic, hands-on role that blends people leadership, problem-solving, and future-focused planning. You’ll work with restaurant leadership to develop high-performing teams, guide leaders through employee relations with empathy and clarity, and help shape a workplace culture built on dignity, respect, and belonging.

Requirements

5+ years of progressive HR experience, preferably in hospitality or multi-unit operations.
3+ years project management (from ideation to implementation) experience
Strong background in employee relations, leadership coaching, and talent management.
Someone who knows how to balance empathy with accountability when making people decisions.
Ability to influence others to foster a culture where people feel valued and heard.

Nice To Haves

Flexibility with some evening and weekend work occasionally.

Responsibilities

Partner with leaders to develop strategic people plans that align staffing, development, engagement, and retention needs with business goals.
Use HR data and trends (turnover, staffing levels, training metrics) to help leaders anticipate challenges and create proactive action plans.
Communicate policy updates and process changes clearly to the field.
Assist with compliance training and annual HR calendar initiatives.
Serve as the first point of contact for employee relations concerns in your region.
Guide leaders through performance management, conflict resolution, and investigations.
Ensure consistent application of company policies and compliance with employment laws.
Maintain a balanced approach, protecting both the company and the employee’s experience.
Partner with leaders to identify high-potential team members and create development plans.
Lead succession planning processes for key roles in assigned areas.
Collaborate with the recruiter to address talent gaps and hiring needs.
Track progress toward talent and succession goals.
Provide one-on-one coaching to managers to strengthen leadership skills.
Design, implement and facilitate leadership development programs for restaurant management and corporate staff.
Share best practices and tools to help leaders engage and inspire their teams.
Create company-wide culture, engagement, and retention programs.
Provide data-driven insights to improve HR processes and decision-making.
Partner with senior HR leadership on organizational development projects.