Yoshinoya America, Inc.
Strategic HR Business Partner
Yoshinoya America, Inc., Torrance, CA
REPORTS TO: Director of People Operations
LOCATION: Support Center
CLASSIFICATION: Exempt
SALARY GRADE/RANGE: $95,000
POSITION TYPE: Full Time
POSITION SUMMARY/OBJECTIVE: Reporting to the Director of People Operations, the Human Resource Strategic Business Partner (HRSBP) will partner with our company Field Leaders in assuring the smooth and efficient delivery of HR processes, policies and services. Duties will include coaching managers, anticipating needs in the areas of employee relations, hiring, on-boarding, employee exits, administering employee records, running reports and producing business analytics, while providing day to day employee relations support and communication, and training. Corporate functions include on-boarding of new team members, deployment of strategic HR initiatives and streamlining recruiting methods for the organization. The position formulates partnerships between the HR function and functional teams to deliver value-added service to management and employees that reflects the business objectives of Yoshinoya.
ESSENTIAL FUNCTIONS
For Assigned Region -
Conducts HRSBP 1:1's with Field Leaders, acting as trusted partner, confidant, and coach.
• Consult with operations management, providing guidance when appropriate; responds to employee relations issues for supervisors and managers.
• Work closely with operations management and employees to improve work relationships, build morale, and increase productivity and retention.
• Collaborates with department heads to understand skills and competencies required for new, existing and open positions, aligning job descriptions, and ensures job requisitions are completed appropriately.
• Promote a culture where employees are internally sourced for roles within the organization.
• Determine and/or develop appropriate and successful recruiting strategies based on position competencies and requirements to meet current and future staffing needs.
• Full-cycle recruiting as needed; includes job posting, screening, interview coordination, reference and background checks, and on-boarding, and facilitates the hiring of qualified job applicants for open positions.
• Performs routine tasks required to administer and deliver human resource programs including, benefits, and leave, includes interactive process, disciplinary matters, disputes and investigations, performance and talent management, including succession planning, productivity, recognition, and morale, occupational health and safety, including worker's compensation.
• Proactively identifies retention issues and provides timely and proper solutions.
• Manage functional staffing strategy and metrics with regular analysis and reporting.
• Assists with development of, and recommends, corporate, department, and individual training.
• Assists with, facilitates and/or delivers compliance training as needed.
• Helps to compose and distribute written communication to employees on a variety of topics: benefits, policy updates, etc.
• Help facilitate employee engagement and team building activities.
• Handles employment-related inquiries from applicants, employees, and supervisors, referring and assuring that complex and/or sensitive matters are brought to the appropriate person.
• Develops plans for new hire orientation.
• Oversee employee Paid Time Off including adjusting, answering questions, running reports, etc.
• Interpreting, assisting and advising employees and managers regarding leave management and benefit administration, and HR procedures and policies within the specified guidelines.
• Attends and participates in employee meetings (development, disciplinary, interactive process, etc.) terminations, and investigations.
• Assures HRIS and data reflects accurate state of company and employees; process new hires, changes, terminations, transfers, promotions etc., ensuring employee personnel files are kept current and up to date.
• Maintains accurate employee records and reports as needed related to turnover and headcount
Corporate Functions -
• Interacting with and providing support, guidance and information to employees, department heads, and job applicants; assisting with answering internal and external inquiries relating to all areas of human resources.
• Provide company policy guidance and interpretation, assisting in ensuring it is applied fairly and consistently.
• Assists in the development of employee engagement and team building activities.
• Assists with creating strategies and building plans for the standardization of full-cycle recruiting.
• Contributes to the creation, implementation, and improvement of HR processes and procedures, as needed.
• Works with new employees that join the organization and helps to develop standardized on-boarding process and communication.
• Handles employment-related inquiries from applicants, employees, supervisors, and external entities.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, payroll, talent management, risk management and employment law.
• Assesses and anticipates HR-related needs and helps design metrics to track results.
• Conduct research, gather data and statistical reports, and maintain statistical information to understand the position of the organization in the industry and how we compare with our competitors.
• Assist in translating business, functional, and corporate strategies into HR initiatives, supported by data and analytics.
• Managing sensitive and confidential matters like personnel actions/relations, employee relations, and organizational changes, planning and protecting the security of information, data and files
• Processes required governmental and regulatory pre- and post- employment screening and inquiries.
• Performs other duties as assigned.
REQUIRED COMPETENCIES, SKILLS & ABILITIES:
• Working knowledge and understanding of human resource principles, practices and procedures.
• Strong knowledge of and ability to interpret and apply relevant local, state, and federal employment laws.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent critical thinking and analytical skills, ability to diagnose and solve problems by developing practical solutions.
• Ability to work effectively with and influence all levels of management and to communicate effectively with individuals from different cultures, socioeconomic and educational backgrounds.
• Ability to collaborate with cross functional business teams and promote a culture of teamwork.
• Strong organizational skills and attention to detail.
• Ability to manage multiple priorities simultaneously, adapt to change, and flex when needed to pitch in on the day-to-day.
• Ability to work independently and as part of a team, self-motivation, adaptability, and a positive attitude.
• Ability to learn new techniques, perform multiple tasks simultaneously, keep accurate records, follow instructions, and communicate, teach and comply with company policies.
• Excellent time management skills with a proven ability to meet deadlines.
• Ability to prioritize tasks and to delegate them when appropriate.
• Able to quickly and effectively transition between tasks.
• Ability to function well in a high-paced and at times stressful environment.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Ability to generate and make formal presentations on a variety of work-related topics on a regular basis required.
• Ability to travel for site visits, career and job fairs, and professional meetings.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.
• Bilingual Spanish, preferred.
SUPERVISORY RESPONSIBILITIES:
• None at this time.
WORK ENVIRONMENT:
The HR Strategic Business Partner works in an office environment, and uses a computer, telephone and other office equipment as needed to perform duties, except for travel to the restaurants when needed. The noise level in the work environment is typical of that of an office.
When visiting Restaurants, the employee will be exposed to distracting noises and sound levels from cooktops, hot temperatures from fryers and grills, sharp utensils and equipment, wet flooring, and cold temperatures when dealing with walk in coolers/freezer. Restaurant kitchens are often small spaces, they may work near others, while maintaining social distancing.
PHYSICAL DEMANDS:
While at the Support Center, the employee is regularly required to sit, talk, or hear; frequently required to use repetitive hand motion, handle, or feel, and to stand, walk, reach, bend or lift up to 40 pounds.
When visiting Restaurants , HR Strategic Business Partner could be required to stand/sit/walk for long periods of time, along with frequent bending, kneeling, lifting (handling food, trays, cups, lids, straws, cleaning supplies, and handling waste), carrying (generally under 10 lbs.), balancing, pulling, pushing, crouching, stooping, reaching, crawling, twisting, eye hand and foot coordination, neck flexion, and neck twisting.
TRAVEL: 40% of the time will be spent out in the field, visiting restaurants, and as needed.
EDUCATION/EXPERIENCE:
• Bachelor's degree in human resources, business or other related areas.
• Minimum of three years of human resources experience. A combination of education and experience may be substituted.
• Knowledge of relevant labor and employment laws and procedures regarding benefits, workers compensation, leaves of absence, recruiting, labor & employment, and general human resources practices, etc.
Poven employee relation skills with ability to successfully drive change and accountability.
• Demonstrated experience leading cultural and organizational change efforts.
• Previous experience supporting senior leadership and team managers.
• Must have a flexible schedule in order to assist and support teams working various shifts.
• Experience with and working knowledge of HR technology, such as applicant tracking and HRIS, required.
• PHR/SPHR, and/or SHRM certification a plus.
• Previous experience preparing and processing employee payroll preferred.
• Previous experience administering employee benefits, including Open Enrollment, preferred.
ADDITIONAL ELIGIBILITY QUALIFICATIONS:
• Authorization to work in the United States indefinitely without restriction or sponsorship.
OTHER DUTIES/ADDITIONAL INFORMATION:
This job description is intended to describe the general nature and level of work being performed by the employees assigned to this position. It is not intended to be an exhaustive list of all duties, responsibilities, or tasks which may be required to be performed in this position. The employer may amend, change, or modify the responsibilities and duties of this position to meet business needs as necessary. This job description does not constitute an employment contract and may be changed at the discretion of the employer with or without notice.
EQUAL EMPLOYMENT OPPORTUNITY:
Yoshinoya America, Inc. is committed to a diverse and inclusive workplace. We are an equal opportunity employer and we do not discriminate based on race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.
LOCATION: Support Center
CLASSIFICATION: Exempt
SALARY GRADE/RANGE: $95,000
POSITION TYPE: Full Time
POSITION SUMMARY/OBJECTIVE: Reporting to the Director of People Operations, the Human Resource Strategic Business Partner (HRSBP) will partner with our company Field Leaders in assuring the smooth and efficient delivery of HR processes, policies and services. Duties will include coaching managers, anticipating needs in the areas of employee relations, hiring, on-boarding, employee exits, administering employee records, running reports and producing business analytics, while providing day to day employee relations support and communication, and training. Corporate functions include on-boarding of new team members, deployment of strategic HR initiatives and streamlining recruiting methods for the organization. The position formulates partnerships between the HR function and functional teams to deliver value-added service to management and employees that reflects the business objectives of Yoshinoya.
ESSENTIAL FUNCTIONS
For Assigned Region -
Conducts HRSBP 1:1's with Field Leaders, acting as trusted partner, confidant, and coach.
• Consult with operations management, providing guidance when appropriate; responds to employee relations issues for supervisors and managers.
• Work closely with operations management and employees to improve work relationships, build morale, and increase productivity and retention.
• Collaborates with department heads to understand skills and competencies required for new, existing and open positions, aligning job descriptions, and ensures job requisitions are completed appropriately.
• Promote a culture where employees are internally sourced for roles within the organization.
• Determine and/or develop appropriate and successful recruiting strategies based on position competencies and requirements to meet current and future staffing needs.
• Full-cycle recruiting as needed; includes job posting, screening, interview coordination, reference and background checks, and on-boarding, and facilitates the hiring of qualified job applicants for open positions.
• Performs routine tasks required to administer and deliver human resource programs including, benefits, and leave, includes interactive process, disciplinary matters, disputes and investigations, performance and talent management, including succession planning, productivity, recognition, and morale, occupational health and safety, including worker's compensation.
• Proactively identifies retention issues and provides timely and proper solutions.
• Manage functional staffing strategy and metrics with regular analysis and reporting.
• Assists with development of, and recommends, corporate, department, and individual training.
• Assists with, facilitates and/or delivers compliance training as needed.
• Helps to compose and distribute written communication to employees on a variety of topics: benefits, policy updates, etc.
• Help facilitate employee engagement and team building activities.
• Handles employment-related inquiries from applicants, employees, and supervisors, referring and assuring that complex and/or sensitive matters are brought to the appropriate person.
• Develops plans for new hire orientation.
• Oversee employee Paid Time Off including adjusting, answering questions, running reports, etc.
• Interpreting, assisting and advising employees and managers regarding leave management and benefit administration, and HR procedures and policies within the specified guidelines.
• Attends and participates in employee meetings (development, disciplinary, interactive process, etc.) terminations, and investigations.
• Assures HRIS and data reflects accurate state of company and employees; process new hires, changes, terminations, transfers, promotions etc., ensuring employee personnel files are kept current and up to date.
• Maintains accurate employee records and reports as needed related to turnover and headcount
Corporate Functions -
• Interacting with and providing support, guidance and information to employees, department heads, and job applicants; assisting with answering internal and external inquiries relating to all areas of human resources.
• Provide company policy guidance and interpretation, assisting in ensuring it is applied fairly and consistently.
• Assists in the development of employee engagement and team building activities.
• Assists with creating strategies and building plans for the standardization of full-cycle recruiting.
• Contributes to the creation, implementation, and improvement of HR processes and procedures, as needed.
• Works with new employees that join the organization and helps to develop standardized on-boarding process and communication.
• Handles employment-related inquiries from applicants, employees, supervisors, and external entities.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, payroll, talent management, risk management and employment law.
• Assesses and anticipates HR-related needs and helps design metrics to track results.
• Conduct research, gather data and statistical reports, and maintain statistical information to understand the position of the organization in the industry and how we compare with our competitors.
• Assist in translating business, functional, and corporate strategies into HR initiatives, supported by data and analytics.
• Managing sensitive and confidential matters like personnel actions/relations, employee relations, and organizational changes, planning and protecting the security of information, data and files
• Processes required governmental and regulatory pre- and post- employment screening and inquiries.
• Performs other duties as assigned.
REQUIRED COMPETENCIES, SKILLS & ABILITIES:
• Working knowledge and understanding of human resource principles, practices and procedures.
• Strong knowledge of and ability to interpret and apply relevant local, state, and federal employment laws.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent critical thinking and analytical skills, ability to diagnose and solve problems by developing practical solutions.
• Ability to work effectively with and influence all levels of management and to communicate effectively with individuals from different cultures, socioeconomic and educational backgrounds.
• Ability to collaborate with cross functional business teams and promote a culture of teamwork.
• Strong organizational skills and attention to detail.
• Ability to manage multiple priorities simultaneously, adapt to change, and flex when needed to pitch in on the day-to-day.
• Ability to work independently and as part of a team, self-motivation, adaptability, and a positive attitude.
• Ability to learn new techniques, perform multiple tasks simultaneously, keep accurate records, follow instructions, and communicate, teach and comply with company policies.
• Excellent time management skills with a proven ability to meet deadlines.
• Ability to prioritize tasks and to delegate them when appropriate.
• Able to quickly and effectively transition between tasks.
• Ability to function well in a high-paced and at times stressful environment.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Ability to generate and make formal presentations on a variety of work-related topics on a regular basis required.
• Ability to travel for site visits, career and job fairs, and professional meetings.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.
• Bilingual Spanish, preferred.
SUPERVISORY RESPONSIBILITIES:
• None at this time.
WORK ENVIRONMENT:
The HR Strategic Business Partner works in an office environment, and uses a computer, telephone and other office equipment as needed to perform duties, except for travel to the restaurants when needed. The noise level in the work environment is typical of that of an office.
When visiting Restaurants, the employee will be exposed to distracting noises and sound levels from cooktops, hot temperatures from fryers and grills, sharp utensils and equipment, wet flooring, and cold temperatures when dealing with walk in coolers/freezer. Restaurant kitchens are often small spaces, they may work near others, while maintaining social distancing.
PHYSICAL DEMANDS:
While at the Support Center, the employee is regularly required to sit, talk, or hear; frequently required to use repetitive hand motion, handle, or feel, and to stand, walk, reach, bend or lift up to 40 pounds.
When visiting Restaurants , HR Strategic Business Partner could be required to stand/sit/walk for long periods of time, along with frequent bending, kneeling, lifting (handling food, trays, cups, lids, straws, cleaning supplies, and handling waste), carrying (generally under 10 lbs.), balancing, pulling, pushing, crouching, stooping, reaching, crawling, twisting, eye hand and foot coordination, neck flexion, and neck twisting.
TRAVEL: 40% of the time will be spent out in the field, visiting restaurants, and as needed.
EDUCATION/EXPERIENCE:
• Bachelor's degree in human resources, business or other related areas.
• Minimum of three years of human resources experience. A combination of education and experience may be substituted.
• Knowledge of relevant labor and employment laws and procedures regarding benefits, workers compensation, leaves of absence, recruiting, labor & employment, and general human resources practices, etc.
Poven employee relation skills with ability to successfully drive change and accountability.
• Demonstrated experience leading cultural and organizational change efforts.
• Previous experience supporting senior leadership and team managers.
• Must have a flexible schedule in order to assist and support teams working various shifts.
• Experience with and working knowledge of HR technology, such as applicant tracking and HRIS, required.
• PHR/SPHR, and/or SHRM certification a plus.
• Previous experience preparing and processing employee payroll preferred.
• Previous experience administering employee benefits, including Open Enrollment, preferred.
ADDITIONAL ELIGIBILITY QUALIFICATIONS:
• Authorization to work in the United States indefinitely without restriction or sponsorship.
OTHER DUTIES/ADDITIONAL INFORMATION:
This job description is intended to describe the general nature and level of work being performed by the employees assigned to this position. It is not intended to be an exhaustive list of all duties, responsibilities, or tasks which may be required to be performed in this position. The employer may amend, change, or modify the responsibilities and duties of this position to meet business needs as necessary. This job description does not constitute an employment contract and may be changed at the discretion of the employer with or without notice.
EQUAL EMPLOYMENT OPPORTUNITY:
Yoshinoya America, Inc. is committed to a diverse and inclusive workplace. We are an equal opportunity employer and we do not discriminate based on race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.