Human Resources Manager

Work and Perks

The Human Resources Manager is responsible for oversight of the employee relations functions. This role handles escalated employee relations issues. The Human Resources Manager will work collaboratively with Restaurant Operations Leaders and all Restaurant Support Center stakeholders to lead, direct, and develop policies and activities that support the HR function within the organization. The Manager, Human Resources is also responsible for the review of employment statutes and implementation of labor law compliance programs supported and executed by the Human Resources Department. This individual will make recommendations on policy creation, and audit current compliance-related initiatives to ensure that all HR handbooks, manuals, policies, and documents are compliant with federal, state, and local laws.

ESSENTIAL REQUIREMENTS & KEY RESPONSIBILITIES

• Employee Relations
• Oversight of the HR Business Partner team; aiding in the escalation of reported incidents.
• Ensures the employee relations log is updated and provides reporting incident trends
• Partners with Operations in investigating and resolving employee relations issues; tracking to resolution.
• Communicates issues that need to be escalated or patterns of incidents to their Direct Supervisor and the Vice President, Human Resources
• Works directly with outside counsel on legal matters; including attendance at mediation hearings
• Manages the Miller's Ale House unemployment claims processes and is the liaison between our third-party unemployment claim partner and restaurant operations leaders.
• Compliance
• Continually researches, assesses, and updates company HR policies, in accordance with state, federal, and legal regulatory requirements and provides implementation recommendations on policies to ensure compliance with applicable laws.
• Reports any new employment statutes for discussion on policy creation and execution.
• Audits employment practices to ensure compliance with federal, state, and local statutes.
• Reports areas of opportunity with employment law compliance issues and provides recommendations, developing and/or changing processes to ensure compliance.
• Communicates compliance issues to the Multi-Unit Leaders in Operations, and audits/validates continued adherence to company legal initiatives moving forward.
• Works with the HR Team on company Handbooks and state supplements to ensure that policies are updated, and that the employment law information is accurate.
• Audits compliance documents submitted by Operations for accuracy and ensure they are archived appropriately.
• Works with the Training Department in the development of "job aids" that will assist Operations in the area of proactive HR compliance.
• Maintains the comprehensive state-by-state compliance guide with the Legal Department and external counsel approval to include laws regarding wage & hour, meal periods, leaves of absence, pay, and benefits administration.
• Manages the HR Team and the compliance areas of responsibility to verify the timeliness and accuracy of the compliance audits.
• HRIS
  • Utilize HRIS system (UKG) for HR processes.
  • Responds to Operations inquiries regarding compliance and the HRIS system.
• Supervisory Responsibilities:
  • Recruits, interviews, hires, and trains new staff in the department.
  • Oversees the daily workflow of the department.
  • Provides regular feedback, addresses performance opportunities, and oversees the ongoing professional development of all direct reports.
  • Provide constructive and timely performance evaluations.
  • Handles discipline and termination of employees in accordance with company policy.

Requirements and Qualifications

• Bachelor's degree in human resources, Business, or related subject matter and/or a minimum of three or more years of human resources experience is required.
• Thorough understanding of Human Resources legal compliance and its role in protecting the company
• Ability to develop strong professional and trustworthy relationships with Team Members and Managers in Operations and the Restaurant Support Center
• Proven success in coaching and mentoring Managers on HR-related topics, policies, and procedures
• Strong written and verbal communication skills, working both collaboratively with a team as well as autonomously.
• Orientation toward analytics and detail
• Role model of hospitality, contributing to a positive Human Resources Department and company culture
• Proven abilities in a fast-paced environment, while re-prioritizing, as necessary