Sr. Manager, Field Human Resources

Our restaurants are only the tip of the flame! If you’re looking for a fast-paced, innovative and welcoming workplace then a career with our Familia is right for you.


What’s in it for you!

• Hybrid work schedule
• Competitive pay and bonus
• Medical + Dental + Vision Insurance
• 401(K) Plan with match and immediate vesting
• Flexible Spending Accounts
• Vacation + Sick Pay + 12 Paid Holidays
• Amazing office culture
• Free El Pollo Loco food (Dine Out Card) + Restaurant Discount
• Discounts on theme parks, movie tickets, sports events, hotels and more…


POSITION PURPOSE:
The Sr. Manager, Field Employee Relations, is responsible for developing, implementing, and overseeing field employee relations programs and policies. This role provides value-add people/organizational/HR consulting and subject matter expertise and focuses on promoting a positive and collaborative workplace culture while addressing and resolving issues that may arise between field employees and the organization. The Sr. Manager, Field Employee Relations works closely with Field Operations and People Services teams, restaurant management teams, team members, and other stakeholders to ensure fair and consistent application of federal/state/local regulations, policies, and procedures.

ESSENTIAL DUTIES AND RESPONSIBILITIES:
• Conduct thorough investigations into employee complaints and concerns. Solve routine and complex employee relations challenges in the field. Address and resolve employee conflicts and disputes in a fair and timely manner.
• Participate in talent assessments and discussion like the Quarterly Business Review (QBRs). Assists Operations with talent management and leadership development initiatives, performance management, listening sessions, and core HR processes (i.e., hiring, transfers and terminations).
• In collaboration with the Director, People Services, develop and implement employee relations policies and procedures. Ensure company compliance in accordance with federal/state/local employment laws and regulations.
• Provide guidance to employees on company policies and procedures. Facilitate effective communication between employees and management.
• Analyze situations and effectively make timely recommendations to alleviate risk and positively impact the business and employees.
• Assist in performance management processes, including performance reviews and disciplinary actions. Advise and train managers on performance-related issues.
• Gather, review, and analyze data to identify trends and recommend solutions to improve performance, retention, and the employee experience. Monitor employee engagement levels and track key employee trends in the field. Proactively communicate and present findings to People Services leadership aligning to organizational and departmental key performance metrics.
• Conduct restaurant audits with a balanced approach of conducting an equal number in the first and second half of the year, ensuring thorough feedback to General Manager, Area Leaders, and Regional Directors of Operations. Derive key themes and findings from audit process and develop appropriate action plans with Field Operations.
• Participate in unemployment hearings, depositions, wage claims, DOL audits, etc. and assist Legal in facilitating and/or investigating lawsuits and agency charges (e.g., DFEH, EEOC, DOL). May be asked to act as Person Most Knowledgeable in depositions as needed.
• Collaborate with HR and management to develop and implement employee engagement initiatives. Identify trends and opportunities to enhance employee satisfaction and retention.
• Serve as an ambassador of the broader People Services team, build rapport and trusted relationships with all levels of employees across the organization.
• Conduct exit interviews, analyze and identify trends which impact retention and offer solutions that will lead to improved field employee satisfaction and lower turnover.
• Collaborate with People Development and Training functions to develop, coordinate, and conduct field training sessions as needed.
• Partner with internal partners as needed (e.g. Leave of Absence Administrator and/or HR Systems) to assist and address varying employment-related needs/concerns.
• Coach or mentor new or less experienced People Services team members, providing on-going guidance and support while contributing to the department’s continuous improvement and growth.
• Work collaboratively and effectively with support center and field employees.
• Other activities, duties or responsibilities that are assigned by your supervisor.

QUALIFICATIONS – EDUCATION, EXPERIENCE, LICENSE/CERTIFICATIONS:
To perform this job successfully, an individual must be able to satisfactorily perform the essential functions of the job. Reasonable acco