Summary
Serves as the field facing HR and compliance resource for company restaurant operations in the assigned region, translating corporate HR policy into practical, day to day practice for District Leaders, General Managers and store teams across multiple states. Reporting to the Sr. Director, Field HR and partnering closely with the Legal Department and Corporate HR, this role owns field level execution of employment law compliance, including workplace investigations, wage and hour practices, required notices and postings, family and medical leave and accommodation coordination, and store level HR audits. The position protects the business and the dignity of our 1,500 multistate employees by making compliance workable at the store level, resolving issues early, and giving Operators clear direction they can act on without unnecessary operational disruption.
Essential Duties & Responsibilities
1. Employee Relations & Coaching. Serves as the first point of contact for day-to-day employee relations questions, workplace concerns, and conflict resolution for store teams within the assigned region; coaches District Leaders and General Managers on compliance administration, corrective action, and performance management, identifying and escalating high-risk matters to Sr. Director and/or Legal and Compliance as is appropriate.
2. Investigations. Conducts and documents workplace investigations within the assigned region, including complaints of harassment, discrimination, retaliation, and policy violations. Conducts interviews, ensures thorough documentation, compliance with applicable legal requirements, and timely resolution, escalating matters to Corporate HR and the Legal Department as appropriate.
3. Wage and Hour. Serves as the field resource for wage and hour compliance, including meal and rest period practices, timekeeping accuracy, off the clock work, overtime, reporting time, and final pay requirements. Supports PAGA compliance in company operated stores, including administration and collection of employee time-punch attestations and follow up with store leadership on identified gaps.
4. Postings. Maintains field compliance with federal, state, and local posting requirements and tracks minimum wage changes affecting company stores, coordinating timely implementation with Payroll, Corporate HR, and field leadership.
5. Minors. Directs field compliance with minor labor laws, including permitted hours, break requirements, prohibited duties, and work permit documentation.
6. Immigration. Serves as the field liaison for I-9 and work authorization compliance, coordinating with Corporate HR on completion, reverification, and correction, and managing SSN mismatch and immigration related notices in partnership with the Legal Department.
7. Onboarding. Prepares offer letters for field positions and conducts onboarding audits to confirm new hire paperwork, required acknowledgments, and background check clearance are complete, accurate, and consistent with company practice. Administers WOTC screening and certification at the field level, ensuring store level participation and timely submission.
8. Leave of Absence. Coordinates FMLA, ADA, and state leave and accommodation matters in the field, communicating requirements to store and district leadership, facilitating the interactive process when necessary, and coordinating with Corporate HR on notices, certifications, and return to work.
9. Days Not Worked. Supports internal tracking of absent field employees to identify unapproved leave of absence cases, working with District Leaders to ensure accurate and timely submission of leave requests and/or timely delivery of family and medical leave notices to employees.
10. Employee Discipline. Reviews counseling and termination notices for completeness, consistency, and legal sufficiency prior to issuance, and coaches District Leaders and General Managers on progressive discipline and separation practices; gathers store-level facts and documentation to support unemployment claim responses managed by Corporate HR.
11. Compliance Training. Administers assigned legal and compliance training for field leadership, including scheduling, delivery, completion tracking, and follow up on outstanding participants, in partnership with the Legal Department.
12. General Compliance. Maintains subject-matter expertise related to evolving employment regulations, including state and local specific requirements in high-risk jurisdictions within the assigned region.
13. Field Partnerships. Forms strong, collaborative relationships with company Operators, District Leaders, and General Managers, serving as a trusted advisor and coach on HR compliance matters and driving a culture of open communication, fairness, and accountability.
14. Field Compliance Audits. Conducts recurring store visits and field HR audits, identifying compliance risk, documenting findings, and following through to resolution with field leadership.
15. Travel. Travels regularly within the assigned region for store visits, investigations, audits, training, and business demands.
16. Other duties as assigned.
Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed herein are not exhaustive, but representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Skills and Knowledge
Excellent knowledge of HR best practices and principles, employment law compliance and regulations, and employee relations and investigation practices. Demonstrated ability to conduct and document workplace investigations independently. Strategic problem-solver with a business partner mindset and the credibility to influence Operators and field leadership. Excellent interpersonal, communication (both oral and written), organizational, conflict resolution, relationship building and management skills, with keen attention to detail and time management abilities. Must be able to develop client relationships and have the capacity to tactfully influence decision makers and managers. Able to work effectively from a remote base with a high degree of autonomy while remaining responsive to corporate partners. High ethical standards and integrity, with professionalism, HRIS and PC skills, and the ability to sensitively handle confidential information. Bilingual English/Spanish communication skills strongly preferred.
Education and Experience
· Bachelor’s Degree in Human Resources, Business Administration, or related field required.
· HR certifications (e.g., PHR, SHRM-CP) strongly preferred.
· 5-7 years in progressive HR experience, with at least 2 years supporting multi-site, field based operations.
· Demonstrated experience conducting and documenting workplace investigations required.
· Experience with a large non-exempt, hourly workforce required.
· Restaurant, retail, or hospitality industry experience required.
· Ability to travel up to 25 percent within the assigned region required.
· Valid driver’s license and reliable transportation required.
Physical Requirements:
· While performing the duties of this job, the employee is regularly required to travel to restaurant locations and move throughout the dining room, kitchen, and back-of-house work areas to meet with employees and leadership on site
· This position may also be sedentary and require the employee to sit for extended periods of time while working remotely, at the corporate office, or in transit
· Requires manual dexterity to dial a telephone, enter data into a computer, handle objects, and operate desk tools
· Requires the ability to work in restaurant environments that may include varying temperatures, wet or slippery floors, and elevated noise levels
Pay: $70,000.00 - $80,000.00 per year
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Health insurance
- Life insurance
- Paid time off
- Vision insurance
Work Location: Hybrid remote in Columbus, OH 43215
