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Payroll/HRIS/Onboarding:
Benefit Administration:
General Insurance & Workers Compensation Policies:
Legal/Administration:
Corporate Administration:
Training & Development:
Requirements:
Summary:
- The Director of HR must have hospitality and restaurant experience.
- Onsite Only – Must be able to Travel.
- Location: Biscayne Blvd. in Miami, FL.
- Salary $120K to $130K will depend on experience and benefits.
The role will be a Director of HR. This is a roll up your sleeves position that requires someone diligent, organized, and strong relationship builder that is operationally savvy within hospitality and restaurants. If the person does not have hands-on experience in the restaurant world, they will not be a fit.
The person must be able to multitask, be detailed, possess strong analytical skills, and can think out of the box. This is an excellent opportunity with a fast-growing company. The person should be able to work with minimal supervision. They should have a substantial risk and compliance understanding, including employment law, FMLA, OSHA reporting, WC management, payroll, and benefits knowledge. The role will supervise a payroll manager and be the intermediary between the organization and our Benefits Broker, who acts as a Benefits Manager for the company.
The Director of Human Resources reports to the COO. Provides overall leadership, oversight, implementation, and guidance on human resources, risk management, payroll, and other administrative areas of the company. The individual will be involved in high-level organizational development and must be a person of trust and integrity.
Areas of Responsibilities:
- Lead, handle, respond and navigate employee relations to ensure fairness and reduce the risk of employment liability through proper coaching of managers in dealing with employee issues.
- Review terminations and makes the final decision on terminations to ensure the company is following policies and procedures.
- Ensure handbooks are updated in a timely fashion and are relevant and current with all applicable state laws where the company operates.
- Respond and be the point of contact for any employment claims.
- Responsible for leading Employee Engagement efforts such as employee engagement surveys and being part of the action planning process to help maintain healthy and positive employee morale and implement restaurant industry best employment practices.
- Coordinate restaurant management training and executive / corporate training programs such as leadership training and development strategy for succession planning.
- Develop programs and initiatives that drive and support employee engagement, such as anniversary, recognition, appreciation events and development, and other programs that help to build teams.
- Liaise with all department directors and restaurant managers.
- Assist managers in performance management procedures.
- Responsible for the distribution of updated communications and conducting appropriate training where necessary.
- Develop, deliver, or designate a New Hire Orientation program that provides an orientation to the company’s brand, culture, and expectations.
- Coordinate all staff meetings and sexual harassment classes to include semiannual revisions of employee handbooks.
- Provide leadership and direction on training efforts for staff knowledge and development.
- Oversight for Responsible Vendor or compliance at the restaurant level for Serve Safe, TIPS certified, Food Handling, and state-required training.
Payroll/HRIS/Onboarding:
- Oversight of the payroll administration and supervising the Payroll Manager.
- Ensure that managers have transparent processes for submitting payroll, including reviewing labor reports, ensuring hours are captured and audited, proper submission of tip sheets, etc.
- Reviews for compliance with wage and hour such as tip credit, overtime, minimum wage, and deductions
- Ensure that there are processes in place for proper selection & onboarding.
- Ensure HRIS is updated and puts processes in place to ensure timely process of the new hire, terminations, status changes, and LOA/FMLA.
- Compliance with reporting of required EEO1, OSHA, and company reports helping with internal processes.
- Oversight and leading HRIS efforts to ensure data integrity with essential employee data, seniority, pay history, job classification, and status of the supervisor/manager.
- Provides recommendations to the Executive Team and CEO on tools, systems, and processes for human capital /labor and operational decision-making.
Benefit Administration:
- Negotiate Group Health plan and monitor 401K retirement program.
- Provides and recommends to CEO and executive team benefit strategies.
- Oversees and ensures proper Open Enrollment process, including communication, education, and materials are delivered for a successful annual open enrollment.
- Oversight of regulatory compliance with ACA, 5500 Health & Welfare, 5500 401k.
- Ensures a process for unemployment and workers comp insurance are followed and in place.
General Insurance & Workers Compensation Policies:
- Oversight and point of contact with all general liability, property, casualty, and WC policies.
- Handles, reviews, and processes Guest & Employee Incidents for claims processing.
- Handles the policy renewal for GL, EPLI, and other required insurance and liaises with an external insurance broker.
- Keeps all COIs and coordinates with insurance companies on obtaining required COIs.
Legal/Administration:
- Ensure compliance with all state and federal discrimination and employment regulations and legal requirements while working with legal representation.
- Primary contact that handles all legal matters for the company and acts as liaison with outside attorneys and insurance companies on matters of employment, guest accidents, and 3rd party claims.
Corporate Administration:
- Develop Corporate policies as needed.
- Oversight of corporate office policies, PTO, holidays, and events.
- Manage corporate projects/activities as needed.
Training & Development:
- Works with the Executive team on training and development initiatives for management.
- Provides leadership on performance management and people development strategies.
- Creates tools and processes to help managers develop and train team members.
- Provides coaching and development to other restaurant leaders on employee relations and workplace conflict issues.
Requirements:
- A combination of education and experience is preferred.
- Over 15 years of experience in leading human resources roles.
- Strong communication skills, oral/written.
- Strategic thinker and collaborator.
- Restaurant and Hospitality experience a must.
