EXPERIENCE AND EDUCATION QUALIFICATIONS

• Preferred: Bachelor’s degree in Human Resources or equivalent experience
• Preferred: PHR or SPHR Certification
• Valid driver’s license
• 5 years of employee relations or other related experience
• Microsoft Excel, PowerPoint and Word proficiency
• Experience in multi-state, multi-unit operations in restaurant, retail or hospitality industry
• Preferred: merger, acquisition and/or divestiture experience

REQUIRED KNOWLEDGE, SKILLS OR ABILITIES

• Displays subject matter expertise in federal and state labor and workplace laws
• Demonstrates strong knowledge of employee relations, talent review, succession planning,
• performance management, employee engagement, coaching, and counseling
• Displays excellent written and verbal communication and facilitation skills
• Displays 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 33,000 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

• 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 topics
• Serve as an Employee Relations expert, providing guidance on escalated employee concerns and fact-finding interviews and investigations, coaching DMs on effective listening, probing, and investigatory skills to clearly and objectively assess information in a timely manner and resolve employee concerns
• Own assigned ER cases, documenting investigation findings, resolving employee concerns and keeping accurate records. Partner directly with Senior Manager, Human Resources Business Partner, 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 Leadership
• Provide EEOC/Agency response and Federal/State Labor/Immigration Audit information as needed
• Provide guidance and counsel on developing effective Professional Development Plans and Performance Improvement Plan Development and execution
• Deliver 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.
• Travel Required - generally, up to 50-75%