RESPONSIBILITIES

Monitor staffing levels, turnover and churn, and proper structure at all levels. Work with Operations Leadership to root cause issues and provide guidance for improvement as needed.Facilitate ongoing Talent Strategy/Bench Strength and Succession Planning Sessions to ensure accurate assessment of talent to meet the business needs and development of plans to improve the bench. This includes point in time assessment of performance, potential, updating talent pools and readiness of talent.Participate in the development and facilitation of training on a variety of employee relations topics including performance management, performance improvement and corrective action processes, harassment, EEO regulations and other related ER topicsServe as an Employee Relations expert, providing guidance on escalated employee concerns and fact-finding interviews and investigations, coaching DM’s on effective listening, probing, and investigatory skills to clearly and objectively assess information in a timely manner and resolve employee concernsOwn assigned ER cases, documenting investigation findings, resolving employee concerns and keeping accurate records. Partner directly with Human Resources Director, Operations Leadership, and Legal on recommendations to resolve inquiries, concerns, and investigations in line with our company value.Act as a champion for compliance, helping to interpret, recommend, review and draft updates company policies and processes, ensure consistent application, alignment with company priorities, and educate Operations LeadershipProvide EEOC/Agency response and Federal/State Labor/Immigration Audit information as neededProvide guidance and counsel on developing effective Professional Development Plans and Performance Improvement Plan Development and executionDeliver engagement survey results and assist in creating effective action plans to improve engagement. Lead focus groups and other sessions to gather feedback from teams.Manage the performance appraisal process and calibration.Monitor the annual salary planning and equal pay analysis for all salaried managers

EXPERIENCE AND EDUCATION QUALIFICATIONS

5 years of employee relations or other related experienceMicrosoft Excel, PowerPoint and Word proficiencyExperience in multi-state, multi-unit operations in restaurant, retail or hospitality industryValid driver’s licensePreferred: merger, acquisition and/or divestiture experiencePreferred: Bachelor’s degree in Human Resources or equivalent experience Preferred: PHR or SPHR Certification

REQUIRED KNOWLEDGE, SKILLS, OR ABILITIES

Displays subject matter expertise in federal and state labor and workplace lawsDemonstrates strong knowledge of employee relations, talent review, succession planning, performance management, employee engagement, coaching, and counselingDisplays excellent written and verbal communication and facilitation skillsDisplays strength in planning, organizing, and prioritizing to deliver results and complete assignments within deadlines, with a limited amount of direct supervision, and oftentimes managing multiple priorities

 

Inspire Brands is a multi-brand restaurant company whose portfolio includes more than 32,000 Arby’s, Baskin-Robbins, Buffalo Wild Wings, Dunkin’, Jimmy John’s, and SONIC restaurants worldwide.

We’re made up of some of the world’s most iconic restaurant brands, but we’re much more than just a restaurant company. We’re a team of hundreds of thousands who individually and collectively are changing the way people eat, drink, and gather around the table. We know that food is much more than a staple—it’s an experience. At Inspire, that’s our purpose: to ignite and nourish flavorful experiences.