Job Summary

As an HR Business Partner, you foster and maintain employee relationships through coaching and advising, constant evaluation of the organization structure to remain agile, as well as ensure consistency and compliance with daily HR related activities. As an integral member of our team, you will help develop integrated solutions in a number of key areas, such as recruitment, on-boarding/off-boarding, employee relations, talent development, internal mobility, succession planning, performance management, labor law compliance, HR ops & technology, and skill development training. In this role, you will also play a leadership role representing the Restaurant Associates at Google team members within your designated business partner team during all leadership team meetings, talent discussions, development planning and training, and employee (“team member”) relations matters. As a HR Business Partner, you will work with the People Operations Director to ensure talent strategies are linked to our business priorities, lead change efforts and nurture our culture of CARE and values

An experienced Generalist and Business Partner who understands how to navigate the complexity of a dynamic and growing business in an environment with rapidly evolving teams, is critical to achieve our vision for long term success. Our team works as change agents with the business to stay ahead of the competition through high performing teams.

This role is based in New York, NY

The Great Things You Will Do:

Operations, HRIS Systems and Data

• Maintain and process all required employment documentation, including: Personnel Files, I 9’s, W4 Tax Filing Status, Background Checks, Drug Screening, 8850 Forms, etc.

• Analyze employee data and prepare periodic reports for management, as necessary or requested, to track strategic goal accomplishment.

• Complete HR projects for the leadership team, sector corporate office and Compass Group as required.

• Facilitate in partnership with Recruitment and Talent Management in managing the MyOpportunity system for your region.

• In partnership with Risk Management and RA Safety Champion, support Safety training for the team.

• Respond to external agency administration in line with company policy.

• Complete administration in various applications/systems (e.g. CPM, STAFF, etc.) as required to support the HR Coordinators as needed.

• Partner with HRSC (central HR support), as needed.

• Support the wider People Operations Business Partners and Compass Group HR Team, as needed.

• Utilize and maximize Compass Group HR systems, including training managers to use them.

Talent Management and Development

• Support all initiatives to Attract the very best talent in the market.

• Follow local HR recruiting processes, and ensure compliance with local legislation, while maintaining the Compass at Google processes to attract top talent.

• Collaborate with the Compass Group local HR team to oversee the recruiting, interviewing, selection and hiring of new employees for all positions.

• Partner with managers to screen, interview candidates, and counsel managers on candidate selection.

• Oversee and support active new employee onboarding to foster positive inductions into our program, enhance employer brand and support organizational goals.

• Support Employer Brand initiatives as required.

• Actively strive to keep the time to fill ratio below 30 days, where appropriate

• Coordinate regional talent workshops.

• Ensure we leverage the great in-house learning and development (“L&D”) programs of Compass Group.

• Work directly with the Management team on counseling, personal development plans, annual performance reviews, and stay interviews.

Employee Engagement

• Support the development of a culture where employees feel cared for, respected and valued – where open and productive relationships exist between the management and the employees.

• Champion the Global engagement survey, as a tool to ensure managers and teams work together to build a great place to work.

• Proactively identify areas in HR policies, benefits, processes to improve efficiency and increase staff motivation/retention.

• Implement regular employee engagement surveys (stay meetings), and ensure resulting initiatives are managed effectively.

• Develop site specific retention plans, aiming to consistently reduce turnover.

• Identify opportunities to support and drive the DEIB model and relative initiatives.

Employee Relations

• Proactively advise managers and employees on conditions of employment, HR policies and processes.

• Develop, as required, tools and training for the managers and employees to enhance collaboration with both the Management and Union population

• Develop a proactive and supportive working culture when dealing with employee issues, while leveraging the local union partnerships and on-site shop stewards

• In coordination and partnership of the HRSC, help to facilitate people issues as they arise with the operational partners, and advise management in appropriate resolution of employee relations issues.

• When needed, manage in concert with the HRSC to complete HR investigations as necessary.

• Establish and maintain an efficient offboarding system, including conducting exit interviews with employees leaving the company.

• Maintain all local laws and company employment guidelines consistently, and ensure compliance with legislative requirements.

Minimum Qualifications

• College degree or equivalent work experience

• 3 to 5 years HR experience in a generalist setting

• Experience with Unions and Labor teams is highly desirable.

• Ability to work with multiple stakeholders and leaders

• Ability to work in a team and influence across job functions and company levels

• Strong attention to detail

• Passionate about the employee experience and environment

• Ability to teach and train various subjects to individuals and small groups

• Strong commitment to confidentiality

• Ability to stay calm under pressure