Associate HR Business Partner

POSITION SUMMARY

The Associate HRBP plays a key role in supporting the execution of human resources strategies that drive business success. This role partners closely with business leaders and HR leadership to deliver high-quality HR support across employee relations, performance management, organizational development, and compliance. The Associate HRBP serves as a trusted resource to leaders and employees, fostering engagement, strengthening culture, and ensuring alignment between HR initiatives and business goals. This role provides broad exposure across the HR function and is designed as a developmental step toward a full HR Business Partner position.

ESSENTIAL FUNCTIONS

May perform any or all of the following duties:

• Provides HR partnership day-to-day HR support and execution of strategies for assigned business groups. 
• Builds and maintains effective working relationships with leaders and employees to provide guidance and counsel on a variety of HR and business-related issues.
• With oversight, assists in identifying and addressing workforce needs, resolving employee concerns, and fostering a positive and productive work environment.
• Conducts initial investigations or fact-finding related to employee relations matters under the direction of HR leadership.
• Supports coaching conversations and advises managers on performance feedback, corrective actions, and development planning.
• Helps identify themes or trends in employee feedback and partners with HR leadership to recommend proactive solutions.
• Assists in delivering HR programs and initiatives that improve engagement, culture, and retention.
• Assists with strategic initiatives, including the annual review and update of company policies, and advises leadership on best practices for compliance and process improvement.
• Drives the overall compliance strategy for certain key areas of the business, proactively driving initiatives in collaboration with departments across the organization.
• Operates as the primary owner of assigned responsibilities and partners with the manager for guidance and support as needed in determining best practices for partnering with leaders and implementing effective processes.
• Supports talent and succession planning processes by gathering data, tracking progress, and ensuring follow-up on action items.
• Assists in implementing learning and development initiatives, partnering with leaders and HR partners to address skill and capability needs.
• Coordinates and administers the compliance processes and training programs for annual policy reviews, background checks, and I-9 documentation across corporate and field operations.
• Monitors, tracks, and reports compliance data and personnel files to HR and Legal stakeholders.
• Partners with HR Business Partners to support field compliance and follow up with non-compliant individuals.
• Supports legal and HR initiatives related to audits, documentation requests, and process updates.
• Maintains current knowledge of applicable employment laws and internal compliance standards.
• Prepares and maintains documentation in support of internal or external compliance reviews.

• Handles administration activities (including initial screening of applications) of the Shining Star Foundation (“SSF”) in partnership with the SSF Board.

POSITION QUALIFICATIONS/CORE COMPETENCIES

• Must possess approximately three (3) to four (4) years of any combination of experience and/or education that demonstrates a commanding knowledge in human resources, project coordination, or a related field.

• Familiarity with employment law and regulatory compliance areas (e.g., I-9, EEO, Title VII).
• Strong organizational and project tracking skills; able to manage multiple deadlines.
• Excellent verbal and written communication skills.
• High attention to detail and follow-through.
• Ability to influence outcomes without direct authority; strong interpersonal skills.
• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint).
• Demonstrated ability to manage sensitive data with discretion and confidentiality.

WORK ENVIRONMENT

• Restaurant Support Center operates in a fast-paced, high-volume, deadline-driven environment. The role follows a hybrid work model, requiring on-site presence in the office on Tuesdays, Wednesdays, and Thursdays regularly.

PHYSICAL DEMANDS

• Constant interaction with internal and external partners by phone and/or electronic communications
• Travel - 5%

THE COMPANY RETAINS THE RIGHT TO CHANGE OR ASSIGN OTHER DUTIES TO THIS POSITION AS DEEMED APPROPRIATE WITH OR WITHOUT NOTICE.