People Experience Lead
2 weeks ago
- Hiring, Training, and Quality Teams, Systems and Results
- Customer Feedback Metrics and Recovery
- Yearly & Quarterly Planning
- Back of House Staffing and Operations
- Leadership and People Development throughout restaurant
- Vision and Service Model compliance throughout all areas of oversight.
- Develop a restaurant culture of growth minded team members and leaders. A culture of product knowledge, stewardship, excitement and generosity. Incorporate this into training, ongoing development, communications and everyday culture.
- Maintain vision alignment with the Operator and the leadership team
- Participate in monthly Operation Team meetings
- Ensure stewardship systems are taking place throughout the restaurant
- Create a center of excellence for area of responsibility by creating, leading, and implementing systems that will be the standard for innovation and high performing teams throughout each restaurant.
- Develop leaders in such a way that they are operating as a motivated, high performance team that embodies the vision of the business. This should be highly intentional and happening each and every day through goal-setting and regular performance feedback.
- Conduct weekly hiring and orientations within all restaurants
- Perform discipline for actions that do not meet standards and execute discipline documentation for all team members who fail to meet expectations.
- Working with other directors during hiring process, completing resume screening, interviews and reference checks as necessary.
- Ensure all staff members are performing discipline for actions that are consistent with ECC Enterprises Handbook
- Create a dynamic leadership development program for the following levels. Team Leader, Shift Manager & General Managers.
- Serve as an advocate for overall feel of team and more complex social-emotional needs of team.
- Create a "Leadership Readiness Filter" for upcoming leaders and document. Base this on non-negotiable characteristics and performance. For example, integrity, no write-ups, humility, etc. This will be used before we move anyone into leadership so that coaching begins on a weakness before moved into leadership.
- Develop a distinct difference between the "training" of leaders and the "development" of leaders. Some training does apply - money, closing procedures, etc. But when does training stop and development begin?
- After initial program is complete, what does "Ongoing Development" look like? Create level-based Ongoing Development based on outside reading, one-on-one coaching sessions, etc.
- Conduct onboarding and performance feedback systems.
- Lean into Employee Performance Feedback and Review schedules to support other directors in feedback and development tactics.
- Serve as lead director on Hiring in terms of pacing, systems, and interviewing. Support other Operations Directors in hiring decision making.
- Work with Operations Manager to complete Annual Business Plan.
- Create quarterly plans based on business fluctuations, goals and needs.
- Strategic thinker, Goal-oriented, Tech-savvy
- Completed all necessary training material.
- Great communicator both in handling difficult situations and a diverse team.
- Ability to work in a team environment
- Very detailed oriented & keenly observant
- Professional marketing or communications experience
- Outstanding communication skills
- Maintains business and professional community contacts
- Self-starter, creative and flexible
- Ability to work well with the public/network
- Outgoing/friendly
- Good business sense, achiever
- Affinity for sales/marketing
- Good written/verbal communicator
- Good negotiation skills
- Strong project/time management skills
- Strong follow-through on assignments
- Self-starter who completes tasks without excessive supervision
- Required: High School Diploma or equivalent
- Required: Strong analytical and problem solving
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