Human Resources Business Partner

Founded by Chairman and CEO Greg Flynn in 1999, Flynn Group LP (formerly Flynn Restaurant Group) is the largest franchise operator in the world, and the third largest operator of restaurants, after only Starbucks and Chipotle, in the United States. Flynn Group owns and operates more than 2,600 restaurants and fitness clubs across Applebee’s, Arby’s, Taco Bell, Panera, Pizza Hut, Wendy’s, and Planet Fitness brands spanning 44 states, and Australia, generating $4.6 billion in sales and employing more than 75,000 people. More information is available at Company Background – Flynn Wendy's Flynn Group | Wendy's owns and operates nearly 300 Wendy's restaurants throughout 6 states. With over 6,000 employees, Flynn Group | Wendy's is one of the largest franchisees in the Wendy's system. Flynn Group | Wendy's is a part of Flynn Group, the largest franchise operator in the world, and the third largest operator of restaurants, after only Starbucks and Chipotle, in the United States. Position Description Field HR Business Partner for the Salt Lake City Market. The Field HR Business Partner position is accountable for providing critical human resources support targeting internal development, to the field, as well as to the HR team. Position Responsibilities You must have general knowledge of the principles and practices of human resources administration and knowledge of sound techniques in all aspects of human resources management. You must also know the various organizations/brands and working knowledge of the basic operations of each. Can develop long-term plans and programs, evaluate work accomplishments, and to build relationships with Operations and other department heads to proactively identify and solve performance gaps. Adapt practices and techniques to the special requirements of senior management, as well as establish and maintain effective relationships with other management staff, employees, and the general public. Must be able to present facts and recommendations effectively in oral and written form and deliver classroom training, facilitate meetings and events, and deliver oral presentations to audiences of all varieties, including size, organizational level, and experience. Engagement Promote a region-recognition culture Ensure engagement initiatives are executed consistently Ensure effective communication processes within the market Staffing Internal Bench Planning – monthly review of training progress and staffing needs Panel Selection process – minimum of monthly for shift leaders and above Learning and Development New internal and external RGM support Training audits – conversations with trainees about the training experience Monitoring execution of the training process Certified Training Unit / Restaurant Training Manager certifications Performance Management Partner in the Leadership review process with the Director of Operations Individual Development plans – follow up on individual development initiatives One-on-one coaching for performance along with the Director of Operations Employee Relations Track and respond to all Employee Relations concerns for the Market Partner with Area Directors to manage an effective investigation process Ensure compliance with employment law Liaison between support centers and the field Skills and Requirements Minimum Three (3) years of multi-store and multi-state generalist experience in human resources A bachelor's degree in Human Resources Management, Business, Psychology, or Education, is preferred Any equivalent combination of experience, education, and training that provides the required knowledge, skills, and abilities Excellent writing and communication skills Strong working knowledge of MS Office software, including Excel, Access, Word, and PowerPoint Be able to travel up to 50% locally and some overnight will be required Multi-brand and multi-state experience in a restaurant or retail environment SHRM/HRCI Certified Professional (PHR), preferred Experience in a fast-paced, growing workplace A strong understanding of Human Resources principles, with experience handling complex and sensitive associate matters Mastery level of behavioral interviewing and adherence to federal/state labor laws associated with recruitment and selection Experience with applicant tracking systems, maximizing their functionality, and implementation. Experience developing and leading onboarding programs A dynamic personality, enthusiastic, and a creative professional who thrives under pressure and can perform multiple functions Self-motivation with the ability to manage deadlines #J-18808-Ljbffr