Divisional Hr Business Partner

Summary
The Divisional HR Business Partner performs as the divisional operations point of contact for employee relations issues and concerns under the supervision of the Vice President Human Resources. This position plays a critical role in developing and maintaining trust between the Company and its employees in order to help our employees maintain a productive and safe work environment to ensure our Company reaches its goals.
This position will also be responsible for providing management and team members with information and interpretation of human resources policies, rules, and procedures in addition to providing advice and counsel on resolving work-related problems that impact the smooth operation of the restaurants. In addition, this position will assist the Risk/Legal/Operations with assessing and identifying risks that could impede the reputation, safety, security, or financial success of the organization throughout the operating division and recommend and help implement risk management solutions such as insurance, safety and security policies, business continuity plans, or recovery measures as needed.
This position will also partner with Operations leadership regarding decision making on employee related matters, serving as a sounding board, a coach, and confidant to help educate and drive positive engagement throughout the operational division.
Key Metrics

• Operations Partnership
• Employee Relations
• Workforce Analytics
• Exit Interviews
• Talent
• Unemployment Claims Process
• Performance Management
• Risk Management
• Policy & Procedure /Handbook

Primary Accountabilities

• Partner with Ops to manage concerns and resolve disputes that may arise between employees or between employees and mgmt. and recommends solutions for addressing basic workplace issues and corrective action in accordance with company policy and applicable federal, state, and local laws.
• Provide advice, recommendations, guidance, and support to GMs, RMs and DOs on employee relations issues including statements for investigations /administering PIPs/ consult on IIPs/verbal & written counseling forms and other documentation/ and separation of employment.
• Provide timely advice, coaching, and assistance to management on progressive discipline matters, legal implication and risks associated with those actions. Interpret policies and relates findings from investigations to policies and procedures and outlined in the HOA Brands handbooks
• Collaborate with other HR functions as well as Operations to ensure policies, standards, and processes are being followed in their division
• Investigate allegations of improper conduct (such as harassment or discrimination complaints) and providing recap to VP of HR, VP of Ops, DO/RM (where appropriate) and documenting in case management system of record. Referring more complex matters to the VP Human Resources for guidance and assistance
• Coach newly promoted managers on the important ER related aspects of human resources as well as build trusting partnership through effective communication and assistance and guidance on HR matters
• Work with Operations to interpret and use workforce analytics such as staffing levels, turnover, scheduling, etc. Prepares reports of the types and frequencies of issues being seen in the division.
• Contribute to employee relations best practice training for field managers
• Support the operating division on the Performance Management process
• Assist HR Leadership regarding awareness and training around discrimination, harassment, and fraternization, ensures training is completed routinely.
• Support the company's engagement survey, stay interview, & exit interview programs in the operating division by collecting, analyzing, reporting, and training on all programs to enhance the Company's EVP
• Work with L&D/HR/Legal/Risk to identify and develop and execute training for Risk and Workers Comp initiatives as needed.
• Represent the organization in unemployment claim matters
• Review and assesses risk management policies and protocols; helps to identify and address risks by making recommendations and supports the implementation of modifications and improvements.
• Performs other related duties as assigned

Leadership Competencies (Hooters Great 8)

• Functional and Technical Expertise
• Drives for Results
• Communicates Effectively
• Change Management
• Makes Timely Decisions
• Coaches, Develops and Inspires Team Daily
• Consistently Demonstrates Accountability & Integrity
• Acts as a Brand Ambassador

Skills and Knowledge

• Knowledge in the area of HR programs and execution
• Strong understanding of state and federal laws concerning labor relations.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Strong analytical and problem-solving skills, planning & execution skills
• Strong decision making & goal setting skills
• Ability to communicate clearly & concisely, oral & written
• Ability to build trusting relationships at all levels
• Ability to handle confidential and sensitive information
• Ability to deal with ambiguity & changing priorities
• Ability to influence a wide audience within the organization in a positive and effective manner
• Ability to implement new projects & programs
• Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations.

Qualifications

• Preferred degree In Human Resources Management, Business (or related subject)
• 3-5 years' experience in HR/Employee Relations experience in a multistate, multi-unit environment.
• Relevant training and/or certifications as an Employee Relations Specialist - SCP certification preferred
• Proven work experience as an ER Specialist or similar role (Risk Management experience a plus)
• Demonstrated knowledge of employment law
• Outstanding interpersonal skills, exceptional written and verbal communication
• Excellent organizational skills and attention to detail

To perform the responsibilities ofDivisional HR Business Partneran individual must have the ability to perform the essential duties outlined in the accountability section of the job description satisfactorily and in accordance with HOA Restaurant policies and any applicable laws. The requirements of this position are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While working all employees will frequently be expected to stand, walk, and sit. Employees will be required to handle, touch, reach, stoop, kneel, crouch or crawl. Employees are required to lift/move up to 50 pounds. Must be 21 years of age or older. Travel may be required up to 60%. All employees will be required to embrace the Company's core values: Show You Care, Elevate the Spirit, Respect Everyone, Values Feedback, and Exceeds Expectations.
Hooters of America LLC. is an equal opportunity employer and committed to workplace diversity M/F/D/V are encouraged to apply.