Regional Field HR Business Partner

Meritage Hospitality Group•Hartford, CT

6d•Hybrid

About The Position

Meritage Hospitality Group is seeking a Regional Field HR Business Partner to join the team! This role is remote but requires travel within the greater Connecticut and Massachusetts area to meet with leaders at our restaurants. You must live within the Hartford CT, New Haven CT or Springfield MA area for this role. The Regional Field Human Resources Business Partner (HRBP) works with operations leaders in assigned markets to drive business results with a strong focus on leadership development, training, and workforce/succession planning. Works with a defined degree of discretion and judgment under the guidance of HR leadership and collaborates consistently with District Managers, Area Directors, and the HR team. The HRBP contributes to company performance by partnering with Operations leaders to execute people strategies that support business objectives. Serving as a field-facing Employee Relations (ER) resource, the HRBP advises Operations on the resolution of day-to-day ER cases and supports higher-risk matters — such as Title VII, ADA, and EEOC complaints — in partnership with HR leadership and Legal.

Requirements

3–5 years of progressive Human Resources experience, including direct exposure to employee relations investigations; multi-unit retail, restaurant, or hospitality experience.
Bachelor’s Degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience required.
Travel expectation of 25% to 50% in-state and out-of-state travel required; valid driver’s license and reliable transportation and ability to independently travel between store locations required.
Working knowledge of federal, state, and local employment laws, with the judgment to recognize and escalate complex or high-risk matters to senior HR and Legal required.
Excellent interpersonal, leadership, presentation, and collaborative skills to work effectively with teams throughout organization
Demonstrated ability to gain the trust of leadership, management and associates and serve as a trusted advisor
Excellent research, judgement, strategic thinking and problem solving skills
Strong business acumen, detail orientation with the ability to turn information into solutions
Experience in leading workforce and development planning
Well versed in local, state and federal employment related laws and regulations
Highly organized with strong time management skills
Self-motivated and drive to work independently
Proven strong communication skills, both written and verbal
Demonstrated ability to manage conflicting priorities
Discretion in dealing with confidential and sensitive information
Proven ability to work well independently with minimal supervision, as well as a part of a team
This position is remote and requires a quiet, private workspace free from distractions, suitable for confidential conversations, employee relations matters, and virtual meetings.
Employee is responsible for maintaining their own reliable, high-speed internet connection sufficient to support business needs, including video conferencing and access to HR systems.

Nice To Haves

5-8 years’ experience preferred.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
Company provides a laptop and a monthly cell phone stipend to support remote work.

Responsibilities

Consults with Ops leaders to identify needs, analyze metrics and adjust strategy to support business objectives.
Advises Ops leaders on appropriate resolution to non-high risk ER Cases.
Consults with business leaders to foster and promote restaurant environments consistent with Meritage Core Values.
Provides investigation and consultation support to leaders related to culture, employee conduct, employee relations, and performance concerns.
Manages the investigation process for employee related claims and advises on the application of company policies and employment laws.
Conducts coaching and training activities to develop key leadership skills such as performance management, positive culture enhancement and managing conflict.
Supports compliance with local, state and federal employment laws and regulations.
Provides support to employees by supporting the Open Door Policy, including providing leaders with the first opportunity to resolve issues where possible.
Facilitates employees’ ability to gain information on benefits, compensation, payroll, and other HR related services by acting as the liaison between the Operations teams and the Restaurant Service center.
Tracks and manages all Employee Relations/Open Door cases using the provided tools and following Company policies and processes.
Supports compliance by providing training to market leaders, reviewing Risk related reports and communicating recommendations to operations leadership.
Manage and facilitate company ADA process
Assists Risk team by supporting Risk initiatives and partnering in Risk investigations to ensure appropriate resolution occurs.
Acts as a contributing member to a larger Field HR team by sharing results, approaches and opportunities in an effort to drive and support overall HR improvement.