HR Manager

Job Overview:

The Human Resources (HR) Manager plays a critical role in overseeing all aspects of the HR function for GBC Food Services, LLC. This position involves strategic planning, policy implementation, compliance, and operational HR management to ensure the alignment of HR practices with the company’s goals. The HR Manager serves as a strategic advisor to leadership while also managing the day-to-day HR operations, fostering a workplace environment that promotes employee engagement, professional development, and organizational success.

Supervisory Responsibilities:

• Directly supervises HR staff and provides guidance to managers on HR policies and practices.
• Provide training, mentorship, and performance feedback to HR staff to foster professional growth.
• Act as a consultant to department managers on human resources issues such as policy interpretation, employee relations, and workforce planning.
• Evaluate and enhance the performance of HR staff through regular appraisals and professional development initiatives.

Key Responsibilities:

Strategic HR Planning and Development

• Develop and implement comprehensive HR strategies, policies, and practices that align with the organization’s short-term and long-term goals.
• Partner with senior leadership to forecast staffing needs and develop workforce plans.
• Analyze HR metrics and trends to recommend strategic improvements.

Talent Acquisition and Onboarding

• Manage the end-to-end recruitment process, including sourcing, interviewing, and hiring for diverse roles.
• Build and maintain relationships with external recruitment agencies, colleges, and other talent sources.
• Design and oversee onboarding programs to ensure new employees are integrated effectively into the organization.
• Employee Relations and Conflict Management
• Serve as a trusted advisor to employees and management for addressing workplace issues.
• Conduct investigations into employee complaints or misconduct, ensuring fairness and compliance with legal standards.
• Promote a positive workplace culture by implementing initiatives that boost employee engagement and satisfaction.
• Policy Development and Compliance
• Create, implement, and maintain HR policies and procedures in alignment with legal requirements and organizational objectives.
• Ensure compliance with federal, state, and local labor laws, including OSHA, FMLA, ADA, and EEOC regulations.
• Audit HR processes and systems periodically to mitigate risks and ensure compliance.
• Compensation and Benefits Management
• Oversee salary structures, job evaluations, and pay equity analyses to maintain competitive and fair compensation practices.
• Evaluate and select benefits plans, ensuring they meet employee needs and company budgets.
• Work with finance and payroll departments to ensure accurate and timely processing of payroll and benefits administration.
• Training and Development
• Assess training needs across the organization and design programs to address skill gaps.
• Implement leadership development initiatives to build a pipeline of internal talent.
• Evaluate the effectiveness of training programs and make adjustments to improve learning outcomes.

Performance Management

• Administer the organization’s performance evaluation process, ensuring consistency and fairness.
• Collaborate with managers to set clear performance goals and address underperformance through coaching or improvement plans.
• Recognize and reward high-performing employees through structured programs.

HR Technology and Data Management

• Manage the HR Information System (HRIS) and ensure accurate and secure employee data management.
• Leverage technology to streamline HR processes, including recruitment, performance tracking, and compliance reporting.
• Use data analytics to measure the impact of HR initiatives and inform decision-making.

Crisis Management and Employee Support

• Act as a key resource during organizational changes, providing guidance and support to employees.
• Coordinate with leadership on emergency response plans, including layoffs or restructuring.
• Provide resources and support for employees’ mental health and well-being initiatives.

Competencies:

• Strong leadership and organizational skills with the ability to manage multiple projects simultaneously.
• High level of attention to detail and a proactive approach to identifying and solving problems.
• Excellent communication skills, both verbal and written, with an ability to influence and motivate others.
• Ability to work independently with minimal supervision, exercising sound judgment in decision-making.
• Comprehensive understanding of Human Resource Management, safety protocols, and regulatory compliance.

Required Skills/Abilities:

• Advanced proficiency with Microsoft Office Suite (Word, Excel, Outlook).
• Strong project management skills, including the ability to oversee multiple vendors and service contracts.
• Ability to manage budgets and approve purchases in line with company policies.
• Ability to understand and interpret franchise agreements and contracts, ensuring compliance with legal and company standards.
• Basic legal knowledge, particularly in the area of contracts and franchise law, is a plus.
• Ability to lift and move objects as needed, though the role primarily involves administrative oversight.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred.
• Professional certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR highly desirable.
• 5-7 years of progressive HR experience, with at least 3 years in a managerial role.

Physical Requirements:

• Primarily a sedentary role, though some physical activity, such as walking, standing, and occasional lifting of items up to 25 pounds, may be required.
• Ability to travel domestically with various notice to perform operational support, such as investigations.

Work Environment:

• Office setting with occasional oversight of facility environments, which may involve exposure to dust, noise, and varying temperatures.

Other Duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Equal Opportunity Statement: GBC Food Services, LLC is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.