General Manager - Human Resources - Hospitality

General Manager - HR

Overall Purpose/Objective Of the job:

- As the Human Resources Leader for our organization, your primary objective is to shape and implement a strategic vision for HR that aligns with the company's expansion plans. Serving as a trusted advisor to the head of the business, you will proactively drive the HR agenda, ensuring its readiness for the future. Your responsibilities include overseeing the talent pipeline, implementing retention strategies, and cultivating a best-in-class employee experience.

- In this pivotal role, you will be instrumental in fostering diversity and ensuring the right talent is acquired at the right time and cost. Your expertise will extend to alternative talent sourcing, such as MT programs, and establishing partnerships with colleges for a robust talent pool. Additionally, you will contribute to operations trainees programs and explore innovative hiring, training, and human resource engagement models.

- A key focus of your role will be on talent development and skill-building initiatives. You will play a vital part in shaping and executing HR strategies that propel the organization forward, emphasizing the importance of attracting, retaining, and developing top-tier talent. This position requires a combination of strategic vision and hands-on involvement in HR operations to effectively contribute to the company's overall success.

Role & responsibilities:

Recruitment and Staffing:

- Lead the recruitment process, including sourcing, interviewing, and selecting candidates for various roles within the restaurant, from servers to kitchen staff and management positions.

- Build cost efficient on time adaptable sourcing / hiring models

- Develop and maintain job descriptions and requirements for each position.

- Oversee the onboarding and orientation process for new employees.

Employee Relations:

- Foster a positive and inclusive work environment that promotes teamwork and employee satisfaction.

- Address employee concerns, conflicts, and grievances in a fair and timely manner.

- Ensure compliance with labor laws, regulations, and company policies.

Training and Development:

- Identify training needs and create development programs for employees at all levels.

- Build a robust induction program and functional skills program for every new hire.

- Implement continuous learning initiatives to enhance employee skills and knowledge.

- Monitor performance, conduct performance evaluations, and provide feedback and coaching.

Compensation and Benefits:

- Develop and manage compensation structures, including salary scales and incentives.

- Administer employee benefit programs such as health insurance and retirement plans.

- Ensure competitive compensation and benefits to attract and retain top talent.

Employee Engagement:

- Promote a culture of recognition and appreciation.

- Plan and organize team-building activities and employee engagement events.

- Monitor employee morale and take proactive steps to enhance it.

Policy Development:

- Develop and update HR policies and procedures in line with legal requirements and best practices.

- Communicate policies and ensure compliance among employees.

Performance Management:

- Establish a performance management system, including setting clear goals and KPIs.

- Monitor and evaluate employee performance and provide constructive feedback.

HR Administration:

- Maintain employee records and ensure data accuracy.

- Handle HR-related paperwork and documentation.

- Stay up-to-date with HR software and tools to streamline processes