Regional HR Manager

1 day ago

Pensacola, Florida, United States Whataburger Full time
Regional HR Manager

Welcome to Whataburger Careers

This position is responsible for overseeing the Regional Human Resources and Talent Acquisition functions. The Regional HR Manager will align business objectives with Family Members and the Company's Core Values and Guiding Principles, serving as a strategic business partner to Operations Leadership Teams.

The Regional HR Manager will provide consulting on talent planning, coaching/engagement, individual/organization assessment, employee relations investigations, workforce planning, recruitment efforts, and restaurant strategic business planning. They will analyze trends and metrics in partnership with the HR, TA, and reporting partners to develop solutions, programs, and policies.

The Regional HR Manager will work closely with management and Family Members to improve working relationships, build morale, and increase productivity and retention.

Total Rewards:

  • Competitive Weekly Pay
  • Bonus Program with 250% Upside Potential
  • Performance for Pay Program - Eligibility to Receive a Pay Increase Once a Year, Based on Performance
  • Opportunities for Career Development and Growth
  • Healthcare and Life Insurance Benefits
  • Paid Time Off - 5 Weeks on Day 1
  • Paid Corporate Holidays
  • Company Vehicle, Based on Position
  • 401(k) Savings Plan with a Competitive Company Match
  • Paid Parental Leave - Subject to Eligibility Requirements
  • Short-Term Disability
  • Long-Term Disability
  • Scholarship Program - You and Your Dependents are Eligible
  • Whataburger Family Foundation (Hardship Grant Assistance)
  • Discounted Meals For You and a Guest
  • Wireless Service Discounts
  • Computer & Software Discounts
  • Fitness / Gym Discounts
  • Awards and Recognition For All You Do
  • Retirement Celebration Program

Responsibilities:

  • Develops and executes HR and recruiting strategies and processes with a focus on leveraging technology, enhancing Family Member & candidate experience, and achieving operational excellence.
  • Ensures recruiting processes align with current and future workforce needs. Meets with leaders to assess recruiting progress, future hiring plans, obstacles, challenges, and collaborate on recruiting activities and strategies.
  • Consults and partners on employee relations investigations and makes recommendations on the appropriate course of action in partnership with the key stakeholders, including the Employee Relations Team. Investigations may be a result of Equal Employment Opportunity Commission (EEOC), Department of Labor (DOL), unfair treatment, sexual harassment, or discrimination claim.
  • Provides general expertise in HR functions to designated departments. Advises and provides recommendations to management on employee relations issues, workforce/succession planning, position descriptions, performance management, mediations, on/off-boarding, and goal planning.
  • Monitors and interprets legislation and administrative rulings regarding Wage & Hour, FLSA, and Title VII of the Civil Rights Act and any other pertinent federal and state legislation to ensure Company compliance.
  • Serves as a liaison with other departments at all levels of the organization on development and implementation of governance policies and protocols.
  • Develops, recommends, and communicates strategies for enhancements to Human Resources Programs to include process/customer improvements, innovative solutions, policy changes, and/or major variations from established policy.
  • Contributes to management and above turnover reporting; takes steps to influence retention.
  • Consults on Talent Planning to include Restaurant Talent Planning (RTP) discussions, succession planning, and Restaurant Career Development Path (RCDP) execution.
  • Advises on Workforce Planning and staffing needs/opportunities.
  • Partners with operators on Restaurant Strategic business planning to determine project business priorities, support rollouts, and Family Member Satisfaction Survey result action plans.
  • Assists with onboarding and/or acclimating support staff (i.e. Field Marketing, Field Training, new Operating Partners & above).
  • Educates management as to responsibilities in maintaining an environment free of discrimination. Effectively supports Whataburger family members and the company to ensure fairness in our employment practices.
  • Assumes additional responsibilities as assigned.

Education:

  • Bachelor's degree or equivalent work experience required

Experience:

  • 6+ years' experience preferably in restaurant industry

Knowledge, Skills & Abilities:

  • Proficiency in MS Office Word, Excel, Outlook, Power Point, and Visio (as applicable)
  • Proficiency in Workday (as applicable)
  • Ability to communicate, influence, and negotiate decisions while motivating assigned staff
  • Ability to work in a team environment
  • Proficiency in Human Capital Management (HRIS) Systems
  • Strong workforce planning & management skill set
  • Working knowledge of employment laws relating to employee relations and personnel administration
  • Strong conflict management, interpersonal, and negotiation skills
  • Knowledge of Wage & Hour, FLSA, and Title VII of the Civil Rights Act
  • Ability to work as a self-directed individual taking initiative to identify and address business needs
  • Ability to manage multiple conflicting priorities

Professional Certification:

  • PHR and/or SHRM-CP Preferred

Working Conditions/Travel Requirements:

  • Expected to work the necessary time to satisfactorily fulfill job responsibilities
  • Must be able to report to work timely and as required by operational/business needs
  • Must be able to work a full-time schedule and work outside of normal business hours when necessary
  • Must be able to travel occasionally both locally and long distances (including air travel), to worksites, meeting sites, and other locations
  • Must possess a valid driver's license, submit to releasing a Motor Vehicle Record that adheres to the Whataburger standards and maintain current automobile liability at minimum levels in their state of residence

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