Talent Director

2 weeks ago

Pensacola, United States Chick-fil-A Full time

The Talent Director is responsible for overseeing and implementing everything involved in recruitment and retention to ensure we have a fully staffed, engaged team who feel valued and cared for. They will live out our vision statement of "Showing genuine care in engaging in moments that enrich and restore those we serve."

Responsibilities Works with the Talent Supervisor to oversee the applicant experience from the time they first see how to apply with us to their first day of orientation This includes the application experience, interview experience and flow, and onboarding experience Oversees and occasionally audits the Talent Supervisor on the inputting of all new hires Works with the Training Supervisor to create a "first day/best day" experience for all team members. Makes sure that new team members are going home saying "that was their best first day on a job ever" Works with Executive Director to keep up with all of human resources including evaluations, raises, disciplinary actions, paperwork, and files Facilitates and follows through with Office Supervisor on caring for team members going through tough times or really good times like sending flowers to the hospital or putting together a care package for a new baby This also includes words of encouragement, treats and goodies for the team, birthday celebrations, team outings Maintains the Employee Value Proposition and ensures it is being used for onsite recruiting Conducts "Stay" interviews instead of "Exit" interviews so we can hold onto people while they still like working here Implements Dream Manager conversations to see if there is a way we can partner with the TM in order to increase their ability to stay with us and grow with us Works with Operator and Executive Director on bi-annual "Team Member Pulse Surveys" to collect appropriate amount of data as well as create actionable steps from that in order to better the Team Member work environment and experience Develops, maintains, and shares a clear "road map" for team member development so the team understands how they can grow in the business Makes sure our promotion process is transparent and easy to understand Works with Operator on wage rate ranges, rewards, and TM benefits/incentives Audits raise frequency and necessity based on evaluations, value, and tenure Works with the Training Supervisor on Trello (or another training tracking program) and everything we are keeping track of with that app including evaluations, disciplinary actions, and employee development progression Evaluates training process and trainer's ability to effectively grow and develop the young team members Implements a performance management system that can scale with the growth of the business Facilitates and follows through with Talent Supervisor for promotions and terminations in all areas (payroll, slack, emails, Groupme, Strongs, Compliancemate, keys, etc) Works with Executive Director to handle all legal compliance paperwork and records management bi-annually Maintains and audits systems to ensure we are in compliance with all state and federal laws regarding handling paperwork for new hires Very involved with Doug in annual health insurance open enrollment, getting the word out, being a resource for team questions, helping them sign up if they need that, etc Work with Doug and Kristin on planning an annual leadership retreat event Works on strategies to ensure we are hiring and retaining more people than we are losing Creates and implements ideas for telling the story of Bayou regarding what having a job here looks like by highlighting all of the development and growth opportunities we provide as well as the great work environment Creatively and consistently communicates different TM opportunities they have while working with us, such as: grand openings, scholarships, discounts, health insurance, 401K, referral bonus, tuition discount, etc Partners with Talent Supervisor in coordinating Job Fairs, community involvement opportunities, and other ways to get the word out about working opportunities Creates and maintains a microsite for hiring and recruitment

Metrics Customer Experience scores maintain top 20%: This is a reflection of proper training and recalibration Retention/ Turnover: 60% / 40% Appropriate staffing levels are maintained (Role Identification Report is full) Trainer development and growth Two Job Fairs/ Community Opportunities a month One new Trainer a month, one new Assistant Supervisor a quarter Good morale and healthy culture

Behaviors Organized in such a manner that allows for the ability to keep up with each Team Member and Trainer Understands and can effectively communicate the organizational vision Relationship driven Does not take personal credit for ability to use Bayou Boulevard resources to grow the team, but in turn gives credit to the Operator's investment Outcome focused Takes initiative and doesn't wait for direction High code of ethics Able to identify issues and apply solutions that align with organizational (not personal) goals Effective interviewing, hiring, and evaluation skills Effective coaching, leading, and development skills Leads with enthusiasm and passion Ability to work with leadership team to identify, troubleshoot, and solve organizational opportunities Accessible, Accountable, and Humble

Minimum Work Requirements Minimum: 40 hours/ 5 days a week available and on Saturdays if necessary May work up to 15 hours operations 25-35 hours non-operations Willing to work more operational shifts if the needs of the business dictate as such because organizational goals are not being met Must be willing to support the restaurant outside of scheduled hours Must have graduated college One year experience in leading teams at a high level Some experience in HR systems and processes preferred

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