Full Job Description
The National Restaurant Association and National Restaurant Association Educational Foundation are proud to be part of a thriving and highly respected industry, providing hospitality, opportunity and quality of life. Much like the industry we represent, we have a dynamic, diverse and inclusive culture, grounded in trust, hospitality, collaboration and innovation. These are the core values that inspire our work, and what we’re looking for in a People & Culture Manager.
As a People & Culture Manager, you will play a key role in our efforts as thought partners serving a complex organization, providing strategic Human Resources leadership in our Orlando, FL and Lansing, MI locations. The role reports directly to the VP, People + Culture and will collaborate closely with organizational executives across various entities of the Association, leading key functional areas including Employee Relations, Talent Acquisition, Compliance, Leave Administration, Benefits, Events/Recognition and other People + Culture activities.
Ideal candidates bring proven experience in managing the HR function in support of an Exempt and Non-Exempt workforce, preferably across multiple locations. Previous experience supporting the HR function within Customer Service or Call-Center a plus. Must have strong business and HR acumen, and demonstrated ability to work within fast-paced environment, managing multiple projects and priorities. Experience executing payroll and bi-lingual Spanish speaking abilities highly desirable. Position requires a confident, collaborative, personable and diplomatic leader, who can effectively partner across all levels of the organization.
Work as part of People +Culture team to accomplish Association goals.
Assist VP, People +Culture to accomplish group goals.
Support all internal team members and groups following the Association mission and values while promoting Association culture.
Contribute to group job engagement and morale of team, and ensure that strong positive relationships are developed with team members and other departments through prompt and proactive communication.
Accomplish special project results by identifying and clarifying issues and priorities, communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
Conduct weekly meetings with respective business units.
Consult with line management, providing HR guidance when appropriate.
Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provide HR policy guidance and interpretation.
Provide guidance and input on business unit restructures, workforce planning and succession planning.
Identify training needs for business units and individual coaching needs.
Participate in evaluation and monitoring of training programs to ensure success. Follow-up to ensure training objectives are met.
Perform other related duties as assigned.
Support management by providing human resources advice, counsel, and decisions, analyzing information and applications.
Comply with federal, state and local legal requirements by studying existing and new legislation, anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
Make decisions according to established National Restaurant Association and departmental policies and procedures along with legal requirements.
Coordinate employee events through presentation and research of ideas, cost evaluation, planning, communication, set up, and execution.
Execute talent acquisition for the Orlando office – may work in collaboration with the Talent Acquisition Lead.
Work in collaboration with P+C representative responsible for vendor management.
Bachelor’s degree in HR, Business or related field.
Minimum of seven years previous progressive experience in a HR role.
General knowledge of HR laws, practices and policies required.
Demonstrated ability to maintain confidentiality and professionalism.
Positive attitude, conscientious and responsive.
Strong attention to detail with excellent organizational, interpersonal and problem resolution skills.
Highly effective verbal and written communication skills.
Ability to create rapport and build relationship internally and external to the company (e.g. candidates, vendors).
Ability to respond effectively and prioritize competing demands in a fast-paced environment, including excellent follow-up and time management skills.
Works well independently yet is cooperative in working with team assignments and activities.
Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.
Familiarity and some experience with UltiPro and/or other HRIS/payroll software.
Ability to travel as needed; anticipate quarterly or less.