Manager, People Business Partner, Tim Hortons Co Ops

About Restaurant Brands International:

Restaurant Brands International Inc. is one of the world's largest quick service restaurant companies with over $40 billion in annual system-wide sales and over 30,000 restaurants in more than 100 countries. RBI owns four of the world's most prominent and iconic quick service restaurant brands – TIM HORTONS®, BURGER KING®, POPEYES®, and FIREHOUSE SUBS®. These independently operated brands have been serving their respective guests, franchisees and communities for decades. Through its Restaurant Brands for Good framework, RBI is improving sustainable outcomes related to its food, the planet, and people and communities.

Responsibilities:

• Conducts weekly 1:1 meeting with VP, Restaurant Company Operations Leadership and participates in weekly District Manager and RGM meetings.
• Manages the investigation process and helps the leadership and inside counsel to resolve complex employee relations issues.
• Maintains in-depth knowledge of legal requirements related to legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance (i.e. background checks and I-9 process). Partners with the Legal department as needed/requirement.
• Provides day-to-day performance management guidance to restaurant management and above restaurant leaders (e.g., coaching, counseling, career development, disciplinary actions).
• Facilitates and/or partners with Training on HR change initiatives and continuous improvement projects providing updates and training for restaurant management and team members as required.
• Provides HR policy guidance and interpretation. Provides guidance and input on business unit restructure and succession planning.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up with restaurant team to ensure training objectives are met. Partner with other HR leaders to ideate and improve key HR programs. Participate in cross-functional teams in support of strategic initiatives.
• Leads and organizes hiring events across various outlets to attract and recruit restaurant talent.
• Supports restaurant teams with use of Applicant Tracking System and assists New Hire Orientations to build and develop talent pipeline.
• Validates employee achievement and bonus payout calculations on a quarterly and monthly basis
• Assess risk and proactive training/mitigation with HR audits
• Report on market KPIs; staffing, turnover, engagement and provide recommendations of trends to market leadership
• Partner with operations to lead succession planning for General Managers and District Managers
• Assist team members with questions and be a resource for all HR-related questions and concerns; payroll, benefits, compensation, LOA, team member concerns
• Partner with District Managers to ensure 100% legal compliance; child labor compliance, new hire compliance, worker’s compensation issues, HR posters, and unemployment claims as necessary
• Regularly visit restaurants to coach, develop, and audit HR systems and processes are being followed
• Manage and develop Staffing Coordinator. Regular cadence for check-ins and visiting restaurants with them in person to assist with hiring events and training on hiring.

Qualification and Skills:

• 3+ years HR generalist experience required (to include training, recruiting, employee relations, compensation and benefits, and HRIS administration)
• Flexible style and willingness to "roll up your sleeves and get it done".
• Good knowledge and experience in organization effectiveness, team dynamics, leadership development, management/leadership effectiveness, and facilitation.
• Excellent team-building and influencing skills, communications and unquestioned integrity, and the experience to effectively address sensitive HR issues.
• Thrive in a fast-paced and flexible environment while also working independently with minimal supervision.
• Proven experience of organization and business understanding by the demonstration of partnering with the business to understand business priorities, routines and practices.
• Ability to work collaboratively with others as part of a team while being able to take full ownership for assigned projects.
• Knowledge of human resources including employee relations issues, plans related to enhancing diversity, performance management polices, as well as basic federal and state employment laws
• Ability to travel domestically 50%. Primarily in market but potential for travel to corporate offices
• Ability to manage conflicts, confrontations, and disagreements in a positive manner
• Experience in analyzing problems, identifying alternative sol