Manager, People Business Partner, Burger King, Company Operations

Restaurant Brands International•Albany, NY

9d•$80,000 - $100,000•Hybrid

About The Position

Restaurant Brands International Inc. is one of the world's largest quick service restaurant companies with nearly $45 billion in annual system-wide sales and over 32,000 restaurants in more than 120 countries and territories. RBI owns four of the world's most prominent and iconic quick service restaurant brands – TIM HORTONS®, BURGER KING®, POPEYES®, and FIREHOUSE SUBS®. These independently operated brands have been serving their respective guests, franchisees and communities for decades. Through its Restaurant Brands for Good framework, RBI is improving sustainable outcomes related to its food, the planet, and people and communities. RBI is committed to growing the TIM HORTONS®, BURGER KING®, POPEYES® and FIREHOUSE SUBS® brands by leveraging their respective core values, employee and franchisee relationships, and long track records of community support. Each brand benefits from the global scale and shared best practices that come from ownership by Restaurant Brands International Inc. We are seeking a collaborative and hands-on People Business Partner to support restaurant operations by serving as a trusted advisor to leaders across the business. In this role, you will partner closely with Operations and Legal teams to manage employee relations, provide performance management guidance, support recruiting and hiring efforts, ensure HR compliance, and help drive training, succession planning, and continuous improvement initiatives. This is an excellent opportunity for an HR professional who thrives in a fast-paced, multi-location environment and enjoys building strong relationships, solving problems, and making a meaningful impact on both the business and its people.

Requirements

5+ years HR generalist experience required (to include training, recruiting, employee relations, compensation and benefits, and HRIS administration)
Flexible style and willingness to "roll up your sleeves and get it done".
Good knowledge and experience in organization effectiveness, team dynamics, leadership development, management/leadership effectiveness, and facilitation.
Excellent team-building and influencing skills, communications and unquestioned integrity, and the experience to effectively address sensitive HR issues.
Thrive in a fast-paced and flexible environment while also working independently with minimal supervision.
Proven experience of organization and business understanding by the demonstration of partnering with the business to understand business priorities, routines and practices.
Ability to work collaboratively with others as part of a team while being able to take full ownership for assigned projects.
Knowledge of human resources including employee relations issues, plans related to enhancing diversity, performance management polices, as well as basic federal and state employment laws
Ability to travel domestically 50%. Primarily in market but potential for travel to corporate offices
Ability to manage conflicts, confrontations, and disagreements in a positive manner
Experience in analyzing problems, identifying alternative solutions, projecting consequences of proposed actions, and implementing recommendations in support of goals
Payroll troubleshooting

Nice To Haves

Bachelor's degree in human resources or related field (preferred)
2 to 4 years previous experience in Quick Service Industry experience a plus but not required

Responsibilities

Conducts weekly 1:1 meeting with Restaurant Company Operations Leadership and participates in weekly District Manager and RGM meetings.
Manages the investigation process and helps the leadership and inside counsel to resolve complex employee relations issues.
Partners across HR functions to deliver integrated solutions to management and employees
Prepares employee communications regarding compensation, benefits, and company HR policies and programs
Provides day-to-day performance management guidance to managers (coaching, career development, etc.)
Serves as a consultant to management on HR-related issues responding to and assessing HR-related needs (recruitment, talent management, organizational design, etc.)
Manages and resolves basic employee relations issues
Maintains in-depth knowledge of legal requirements related to legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance (i.e. background checks and I-9 process). Partners with the Legal department as needed/requirement.
Provides day-to-day performance management guidance to restaurant management and above restaurant leaders (e.g., coaching, counseling, career development, disciplinary actions).
Facilitates and/or partners with Training on HR change initiatives and continuous improvement projects providing updates and training for restaurant management and team members as required.
Provides HR policy guidance and interpretation. Provides guidance and input on business unit restructure and succession planning.
Participates in evaluation and monitoring of training programs to ensure success. Follows up with restaurant team to ensure training objectives are met. Partner with other HR leaders to ideate and improve key HR programs. Participate in cross-functional teams in support of strategic initiatives.
Leads and organizes hiring events across various outlets to attract and recruit restaurant talent.
Supports restaurant teams with use of Applicant Tracking System and assists New Hire Orientations to build and develop talent pipeline.
Validates employee achievement and bonus payout calculations on a quarterly and monthly basis
Assess risk and proactive training/mitigation with HR audits
Report on market KPIs; staffing, turnover, engagement and provide recommendations of trends to market leadership
Partner with operations to lead succession planning for General Managers and District Managers
Assist team members with questions and be a resource for all HR-related questions and concerns; payroll, benefits, compensation, LOA, team member concerns
Partner with District Managers to ensure 100% legal compliance; child labor compliance, new hire compliance, worker’s compensation issues, HR posters, and unemployment claims as necessary
Regularly visit restaurants to coach, develop, and audit HR systems and processes are being followed
Manage and develop Staffing Coordinator. Regular cadence for check-ins and visiting restaurants with them in person to assist with hiring events and training on hiring.