Sr. Manager of HR - EG

The Vice President of Human Resources at a franchisor company is a unique "double-agent" role. You aren't just managing the corporate headcount; you are the architect of the people strategy that defines the brand across hundreds of independently owned locations.

In this role, you balance the "Corporate" side (building a high-performance HQ) with the "Franchisee" side (providing the tools, training, and employer-branding frameworks that help owners succeed without crossing the line into joint-employment territory).

Executive Summary

• Role: VP of Human Resources

• Report To: CEO / Chief Operating Officer

• Focus: Organizational Culture, Franchisee Support Systems, Talent Acquisition, and Scalable Compliance.

Core Responsibilities

1. Strategic Brand Stewardship

• Develop a unified employer brand that makes the franchise an attractive place to work, whether at corporate HQ or a local unit.

• Design and implement scalable HR programs (onboarding, training, performance management) that franchisees can "plug and play."

2. Talent & Organizational Development

• Lead executive search and succession planning for the corporate leadership team.

• Oversee the creation of Franchise Training Universities or digital learning platforms to ensure brand standards are met consistently across the network.

3. Compliance & Risk Management

• Navigate the complexities of joint-employment laws . You will provide "best practice" guidance to franchisees while maintaining the legal separation required between franchisor and franchisee.

• Ensure all corporate policies meet federal, state, and local labor laws.

4. Culture & Engagement

• Foster a high-performance culture at the corporate level that serves as a North Star for the rest of the system.

• Analyze system-wide turnover and engagement data to identify trends and provide strategic interventions.

Candidate Profile

Description

10+ years in HR Leadership, ideally within a Franchise, Fitness, Hospitality, or Retail model.

Bachelor’s degree in HR or Business; SHRM-SCP or SPHR certification preferred.

Deep understanding of NLRB rulings, joint-employer risks, and multi-state labor laws.

Experience implementing enterprise-level HRIS and LMS platforms that scale.