Human Resource Director

Human Resources DirectorThe Human Resources Director serves as the senior Human Resources leader for Flynn Pizza Hut and a strategic partner to the Brand President, Division Vice Presidents, senior operations leadership team, field leaders, and Flynn Group HR leadership.This role requires a proven leader with demonstrated success operating at a strategic level in a complex, multi-unit environment. The HR Director is expected to already be delivering measurable business and talent results, influencing senior leaders, developing successors, strengthening organizational capability, and leading large-scale people initiatives.The HR Director owns the people strategy for the brand, with a focus on organizational effectiveness, leadership development, talent management, succession planning, culture, employee engagement, workforce planning, employee relations, and risk management. This leader provides direction to the field HR Business Partner team while building strong partnerships across Operations, Talent Acquisition, Learning and Development, Total Rewards, HR Operations, and other Flynn Group Support Center functions.Success in this role requires strong business judgment, executive presence, independence, confidentiality, disciplined execution, and a consistent field presence. The HR Director must translate business priorities into practical people strategies and drive results through influence, accountability, coaching, and effective partnership.Responsibilities include:Serve as a trusted thought partner to the Brand President and Flynn Pizza Hut leadership team on organizational structure, leadership effectiveness, talent, culture, workforce planning, employee engagement, business performance, and risk.Serve as the primary Human Resources partner to assigned Division Vice Presidents and their leadership teams, providing strategic counsel on talent, organizational effectiveness, succession planning, employee engagement, and business performance.Translate brand business priorities into an integrated people strategy aligned with Flynn Group and Flynn Pizza Hut objectives.Use workforce, turnover, staffing, engagement, succession, and performance data to identify trends, recommend actions, and measure progress.Partner with senior leaders to assess organizational needs, identify performance gaps, and establish short-term and long-term people priorities.Support organizational changes, growth initiatives, acquisitions, market transitions, and other business priorities impacting Flynn Pizza Hut Team Members.Influence senior operational leaders, navigate complex business challenges, exercise sound judgment, maintain confidentiality, and build credibility through consistent execution and results.Operate with a high degree of independence by prioritizing effectively, identifying opportunities proactively, and driving execution with limited day-to-day oversight.Own the brand's talent management and succession planning strategy, with a strong focus on building an internal bench for Restaurant General Manager, Area Director, Market Leader, Division Vice President, and other key leadership positions.Partner with the Director of Training and Development, Operations leaders, and other stakeholders to identify performance and capability gaps across the organization.Provide leadership, direction, coaching, and support to the Flynn Pizza Hut field HR Business Partner team.Champion Flynn Group culture and help create restaurant environments aligned with the behaviors and expectations outlined in the Premier Card.Lead effective rollout and adoption of Flynn Group and Flynn Pizza Hut people initiatives.Serve as an active member of the Flynn Group HR Leadership Team.Skills and requirements include:8+ years of progressive Human Resources experience, including meaningful leadership responsibility in a complex, multi-unit, geographically dispersed organization.Leadership experience within restaurants, hospitality, retail, or another high-volume, multi-location environment strongly preferred.Demonstrated track record of delivering measurable business and talent outcomes, including retention improvement, succession depth, leadership development, internal promotions, bench strength, and organizational capability building.Strong knowledge of employee relations, employment law, performance management, talent management, succession planning, organizational development, and employee engagement.Strong business and financial acumen with an ability to connect people strategies to operational and financial results.Strong analytical skills with experience using workforce metrics and business data to identify opportunities and guide decisions.Ability to lead change across a large, decentralized organization.Ability to balance strategic leadership with hands-on support when business needs require it.Bachelor's degree in Human Resources, Business, Psychology, Organizational Development, or related field, or equivalent relevant experience.Proficiency with Microsoft Office applications, HR information systems, applicant tracking systems, and workforce analytics tools.Ability and willingness to travel extensively, often 2 to 3 weeks per month, to support field operations, coach leaders, build relationships, and maintain a strong presence within assigned markets.