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.The responsibilities include:Strategic Business PartnerTalent Management and SuccessionLeadership Development and PerformanceField HR LeadershipCulture and Employee EngagementTalent Acquisition and OnboardingEmployee Relations, Compliance, and RiskProgram and Change LeadershipFlynn Group HR LeadershipSkills and requirements include:8+ years of progressive Human Resources experienceLeadership experience within restaurants, hospitality, retail, or another high-volume, multi-location environmentDemonstrated track record of delivering measurable business and talent outcomesStrong knowledge of employee relations, employment law, performance management, talent management, succession planning, organizational development, and employee engagementStrong business and financial acumenStrong analytical skillsAbility to lead change across a large, decentralized organizationAbility to balance strategic leadership with hands-on support when business needs require itBachelor's degree in Human Resources, Business, Psychology, Organizational Development, or related fieldProficiency with Microsoft Office applications, HR information systems, applicant tracking systems, and workforce analytics toolsAbility and willingness to travel extensively