SUMMARY The HR Manager is responsible for all employee-related issues. This will involve managing activities such as job design, recruitment, employee relations, performance management, training & development, and talent management. The role of Human Resources Manager is important to business success. The Human Resources Manager will lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices.
Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
Provides support and guidance to HR team, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Maintain pay plan and benefits program
Performing benefits administration
Manages annual open enrolment.
Process payroll bi-monthly
Creates learning and development programs and initiatives that provide internal development opportunities for employees.
Assess training needs to apply and monitor training programs
Oversees employee disciplinary meetings, terminations, and investigations.
Provides constructive and timely performance evaluations
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance and manages relevant training such as sexual harassment training.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Developing, revising, and recommending personnel policies and procedures
Maintaining and revising the company’s handbook on policies and procedures
Support current and future business needs through the development, engagement, motivation and preservation of human capital
Nurture a positive working environment
Performs other duties as assigned.
A minimum of 5 years of human resource management experience; multi-unit restaurant experience strongly preferred
Proven working experience as HR manager or another HR executive role
People oriented and results driven
Experience managing systems for employee onboarding, payroll, and benefits administration such as Paycom, Ease, ADP, Workstream, or other systems
Knowledge of ACA affordability testing
Knowledge of HRIS systems, databases, and talent management systems
Ability to architect strategy along with leadership skills
Excellent organizational skills and attention to detail
Proven experience documenting employee incidents and conducting investigations
Experience liaising with outside counsel to navigate difficult employee issues
Excellent active listening, negotiation, and conflict resolution skills
Strong analytical and problem-solving skills
Ability to prioritize tasks and to delegate them when appropriate
Competence to build and effectively manage interpersonal relationships at all levels of the company
In-depth knowledge of labor law and HR Best Practices
Thorough knowledge of employment-related laws and regulations
Proficient with Microsoft Office Suite and G Suite (Google Sheets, Teams, etc.)
Must have knowledge of restaurant systems, including but not limited to NCR Aloha, CrunchTime, CTUIT, or other POS and labor management systems
Be able to read, write and speak English; and preferably Spanish and/or Japanese is a plus
Bachelor’s degree in Human Resources, Business Administration, or related field required.
SHRM-CP or SHRM-SCP highly desired
Travel is primarily local during the business day, but may be required to various locations for training,meetings and other job-related functions. The role is based on-site.