Director of Human Resources and Talent
Overview
Leads human resources processes and Team Member administration to ensure the restaurant
attracts, onboards, supports, and retains Team Members in a compliant and mission-aligned manner. Ensures strong hiring and onboarding execution, consistent evaluation and pay review processes, effective recognition/retention practices, and sound HR administration while partnering with operational leaders and Training Coordinator to build leader capability in coaching and performance accountability. This position will report directly to the Franchise Owner/Operator.
Duties and Responsibilities
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Team Member Recruitment and Selection
- Recruitment and selection
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Team Member interview process
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New Team Member onboarding
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Coordinate in-office/restaurant orientation with Training Coordinator
Coaching and Counseling
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Coach and counseling sessions as necessary
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Coordinate with professional job coaches as necessary
Team Member Administration
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Payroll processing
- Periodic review of Team Member information
- Oversight of Team Member policy manual
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Employee health policy compliance
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Driver safety policy compliance
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Health insurance administration
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Unemployment claims management
- 401K management
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FAMLI management
- Workers’ compensation claims
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Employment verifications
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Annual pay rate reviews
- Exit interviews
Key Outcomes / Measures of Success
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Staffing Readiness: Recruiting and selection processes produce consistent high quality
candidate flow and timely hiring outcomes aligned to staffing needs
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Onboarding Execution: New Team Member onboarding is accurate, complete, and
timely; systems access and setup are completed without delays
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Performance Management Oversight: Operational leaders increasingly own day-to-day
coaching and counseling; HR provides guidance, ensures compliance, and supports
escalations as needed
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Retention & Recognition Impact: Recognition programs and scholarship promotion are
executed effectively; exit interview insights are gathered and translated into improvement
actions
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Compliance & Risk Management: HR administration is compliant and up to date;
unemployment/workers’ compensation claims are handled accurately and on time; polic
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Compliance & Risk Management: HR administration is compliant and up to date;
unemployment/workers’ compensation claims are handled accurately and on time; policy
manuals and required compliance policies remain current Administrative Accuracy: Payroll processing and Team Member records are accurate
Decision Authority
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Independent authority: Manages HR administrative processes and compliance routines; executes recruiting and onboarding workflows; coordinates pay rate review; manages HR benefits/claims administration
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Recommends to Owner/Operator/ Director of Operations: Staffing strategies, policy
updates, pay adjustments within guidelines, performance management actions requiring
escalation, retention initiatives
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Requires approval: Final hiring decisions for leadership roles; pay rate decisions beyond
defined ranges; major policy changes; benefits plan changes; termination decisions
Qualifications / Skills
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Strong knowledge of HR operations in a fast-paced environment (recruiting, onboarding,
evaluations, pay reviews)
- Strong interpersonal and communication skills; ability to coach leaders on performance
management and documentation
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Knowledge of labor law compliance and risk management (health/driver policies,
workers’ comp, unemployment)
- Strong organization and attention to detail for records, onboarding workflows, and
payroll preprocessing
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Ability to maintain confidentiality and exercise sound judgment
Technology proficiency
Relationships
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Internal: Owner/Operator; Director of Operations; FOH/BOH/Drive-Thru Operations Leaders; Director of Training; Administrative Assistant; Team Members and candidates
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External: Job coaches; insurance/benefits administrators; labor/claims contacts (workers’
comp/unemployment); employment verification entities
Requirements
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Scheduling/availability: Must be available to support hiring/onboarding needs and
periodic peak administrative periods
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Time in restaurant / presence expectations: Periodic on-site presence is required to
support interviews, onboarding steps, and Team Member relations
- Physical/environmental requirements: Ability to stand/walk as needed in restaurant
environment; primarily administrative role with periodic operational presence
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Minimum 21+, eligible to work in the United States
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Strong attention to detail and organizational skills
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Creates and fosters a great work environment and culture
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Professional Appearance and Behavior
- Positive, servant-hearted attitude
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Enjoys working with all types of personalities, talents, and skill-levels
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Ability to multi-task and is self-motivated
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Works independently as well as with a team environment, having a collaborative spirit
- Ability to build relationships with Team Members and leaders and work in a team environment with shared ownership and responsibility
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Upbeat, enthusiastic positive attitude
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Reliable, punctual, dependable and thorough
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Pays attention to detail while utilizing excellent verbal and written communication skills
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Recognizes problems and brings creative solutions to leadership
- Willing to adapt work schedule to meet the demands of the business
- Has high emotional intelligence and self-awareness
- Possesses a willingness and desire to serve and learn- has a growth mindset
In our kitchens, we focus on fresh and simple ingredients. And we always have. Since the beginning, we've served chicken that is whole breast meat, with no added fillers or hormones, and we bread it by hand in our restaurants. Produce is delivered fresh to our kitchens several times a week. Salads are chopped and prepared fresh throughout the day. Whole lemons are freshly squeezed in our restaurants and combined with pure cane sugar and water (yep, that’s all) to make Chick-fil-A Lemonade®. It may not be the easy way, but it's the only way we know.
