Human Resources Manager – Employee Relations & Organizational Development

Alicart Restaurant Group•New York, NY

About The Position

The HR Manager partners with leadership and department heads on employee relations, performance management, organizational development, and strategic HR initiatives across the organization. This role serves as a trusted HR business partner to managers and location leadership — advising on employee relations, investigations, policy interpretation, and workforce development — while leading key HR projects, manager training, and succession planning initiatives.

Requirements

Serve as the primary HR resource for department heads, General Managers, and location leadership on employee relations, performance, attendance, conduct, and policy interpretation.
Conduct employee relations investigations (interviews, documentation review) and recommend resolutions to HR leadership.
Guide managers through performance improvement plans, realignment, and terminations, ensuring proper documentation and process.
Track employee relations matters, identify recurring trends, and recommend proactive solutions.
Maintain confidentiality and sound judgment in handling sensitive matters.
Build strong relationships with department heads and location leadership through regular HR check-ins on staffing, performance, and engagement.
Act as a strategic partner — not just an administrative resource — helping leaders navigate workforce challenges, organizational change, and restructuring.
Support leaders in building an accountable, inclusive workplace culture.
Lead or support major initiatives: organizational restructuring, workforce planning, engagement programs, retention strategies, and recognition programs.
Partner with Operations, Risk Management, and legal counsel on guest incidents, claims, and litigation involving employees; maintain related records (personnel files, incident reports, witness statements, corrective actions, training records).
Analyze employee feedback, surveys, and exit interviews to identify trends and develop action plans with managers.
Promote consistent HR practices and identify ways to strengthen leadership-employee communication.
Partner with department heads on current and future staffing needs, workforce planning, and organizational design.
Analyze turnover, vacancy, and retention trends; flag succession risks for critical positions.
Support talent reviews, succession planning, and development of high-potential employees.
Work with Recruiting to address recurring hiring or retention challenges.
Partner with the Director of HR to develop, update, and implement HR policies and procedures.
Evaluate policies for effectiveness and operational practicality; develop SOPs, manager guides, and HR resource templates.
Support HR audits and compliance reviews.
Design and deliver manager training on employee relations, coaching/feedback, workplace conduct, and leadership skills.
Identify training needs based on ER trends and business priorities.
Monitor and analyze turnover, retention, promotions, performance, and employee relations metrics.
Prepare reports and presentations for leadership; use data to inform recommendations and track program effectiveness.
Provide regular updates to the Director of HR on trends, risks, and opportunities.

Responsibilities

Serve as the primary HR resource for department heads, General Managers, and location leadership on employee relations, performance, attendance, conduct, and policy interpretation.
Conduct employee relations investigations (interviews, documentation review) and recommend resolutions to HR leadership.
Guide managers through performance improvement plans, realignment, and terminations, ensuring proper documentation and process.
Track employee relations matters, identify recurring trends, and recommend proactive solutions.
Maintain confidentiality and sound judgment in handling sensitive matters.
Build strong relationships with department heads and location leadership through regular HR check-ins on staffing, performance, and engagement.
Act as a strategic partner — not just an administrative resource — helping leaders navigate workforce challenges, organizational change, and restructuring.
Support leaders in building an accountable, inclusive workplace culture.
Lead or support major initiatives: organizational restructuring, workforce planning, engagement programs, retention strategies, and recognition programs.
Partner with Operations, Risk Management, and legal counsel on guest incidents, claims, and litigation involving employees; maintain related records (personnel files, incident reports, witness statements, corrective actions, training records).
Analyze employee feedback, surveys, and exit interviews to identify trends and develop action plans with managers.
Promote consistent HR practices and identify ways to strengthen leadership-employee communication.
Partner with department heads on current and future staffing needs, workforce planning, and organizational design.
Analyze turnover, vacancy, and retention trends; flag succession risks for critical positions.
Support talent reviews, succession planning, and development of high-potential employees.
Work with Recruiting to address recurring hiring or retention challenges.
Partner with the Director of HR to develop, update, and implement HR policies and procedures.
Evaluate policies for effectiveness and operational practicality; develop SOPs, manager guides, and HR resource templates.
Support HR audits and compliance reviews.
Design and deliver manager training on employee relations, coaching/feedback, workplace conduct, and leadership skills.
Identify training needs based on ER trends and business priorities.
Monitor and analyze turnover, retention, promotions, performance, and employee relations metrics.
Prepare reports and presentations for leadership; use data to inform recommendations and track program effectiveness.
Provide regular updates to the Director of HR on trends, risks, and opportunities.