Human Resources Business Partner

The HR Business Partner provides HR leadership for a geographical market.

We are looking for someone located in or near Little Rock, AR.

The position’s focus is on building relationships with field employees and management while driving and executing key HR and Operational initiatives and programs throughout their assigned market. This position works directly with market leadership building a business partnership to ensure alignment between HR and Operations initiatives. This position also partners closely with the Support Center, serving as an operations liaison for various-functional departments.

WHO WE ARE:

Flynn Group

Greg Flynn founded Flynn Group in 1999 with the acquisition of eight Applebee’s in Washington State. Since then, the company has grown at over 20% a year and in the process has become the largest franchise operator in the country with locations in 44 states and 3 countries.

While the company’s initial focus was growing within the Applebee’s system, it has since added six other leading brands starting with Taco Bell in 2013, followed by Panera in 2015, Arby’s in 2018, Pizza Hut and Wendy's in 2021, and our most recent 2023 addition of Planet Fitness. Today, through its seven owned subsidiaries, Flynn owns over 460 Applebee's, 280 Taco Bells, 145 Panera cafes, 360 Arby’s, 1200 Pizza Hut’s, 295 Wendy’s, and 35 Planet Fitness clubs representing $5 Billion in Sales annually. FRG is the largest U.S. franchise operator in terms of sales and is now the largest Pizza Hut, Applebees, and Arby's franchisee and fifth largest Wendy’s franchisee. FRG directly employs almost 75,000 people in 44 states.

Going forward the company plans to continue its aggressive growth by building and acquiring additional locations as well as opportunistically expanding into other brands and businesses.

Arby's

Our brands are built on a decentralized business model, which means that each geographic area is led by a Director of Operations. Reporting to the Director of Operations are Area Directors, who are multiple unit operators, responsible for the overall functions of the restaurants in their areas. Reporting to the Area Directors is the General Managers, who are the chief Restaurant managers responsible for the overall running of their restaurant. Aiding in the management of the Restaurant are Assistant Managers and Shift managers help with every-day management responsibilities to round out the restaurant leadership team.

Essential Duties and Responsibilities

Training/Development:

· Partners with Area Directors with the onboarding for new Managers (Welcome, Benefits, Orientation, Training Calendar)

· Participates in or conducts regular Manager Training classes for new and current managers focusing on manager administrative duties and HR related topics.

· Ensures Employee and Management performance reviews occur at all levels per company timelines and standards

· Partners with operations to ensure Brand training is executed to ensure proper internal development

· Partners with Director of Operations, Areas Directors and others with bench plan tracking and review along with succession planning

· Facilitate development training for all management levels including routine soft skills training

· Works with Training & Development Partners and Market Leaders to identify and certify training units.

Compliance

· Manages Unemployment documentation and hearings process with the support of in restaurant management and AD

· Ensures all annual and State specific required training is completed (ServSafe, Food Handler, Anti-Harassment)

· Ensures the market is up to date on all labor related compliance (posters, files, I-9's, minor work permits, payroll edits, breaks, etc.)

· Stays abreast of upcoming or pending legislation with their area(s) and works with HR leadership/legal to implement process or policy changes

· Manages background check process. Consults with management when necessary

· Works directly with Managers and Above Store Leaders on policies, procedures, and regulations to help set them up for success

Employee Relations:

· Directs the investigation and resolution of employee relations issues and EEOC charge responses.

· Acts as a consultant to managers for employee relations activities, including complaints, investigations, and documentation

· Partners, reviews, and provides guidance to AD’s and DO’s regarding terminations and disciplinary actions.

· Ensures the performance management process, and supporting documentation of that process, is executed per company standards

· Manages Employee Hotline complaints and field employee phone calls and emails. Answer questions directly and/or route to appropriate HR or Support Center contact

· Strategic partner with field and above store management to increase and/or maintain proper staffing

HRIS Management:

· Main point of contact for HRIS process from field management.

· Ensures correct process has been followed (transfers, LOA, background check, documentation, etc.) and approvals have been granted. Tracks changes for reporting purposes

· Conducts regular store visits.

· Builds relationships with managers and team members while assessing the employee engagement and restaurant culture

Education and Experience

· Minimum 5 years related HR experience, preferably in similar role/environment with multi-units

· Bachelor’s degree preferred and Professional HRCI or SHRM certification a plus

· Demonstrates high integrity and elevated level of HR professionalism and expertise

· Ability to work in a fast paced, changing environment with multiple priorities. Demonstrates adaptability – handles day-to-day work challenges confidently; is willing and able to adjust to multiple demands, shifting priorities, ambiguity, and rapid change; shows resilience in the face of constraints, frustrations, or adversity, demonstrates flexibility

· High standards and a drive for excellence. Committed to quality and has a strong attention to detail

· Ability to effectively work and communicate (written and verbal) with people at all levels within the organization

· Ability to lead and influence others in non-reporting relationships

· Strong organizational, problem solving, and analytical skills with a demonstrated history of managing priorities, workflow, and multiple processes simultaneously

· Strong interpersonal skills: proven ability to understand and respond to a diverse population including restaurant Team Members and Managers, Above Store Leaders, and Senior Leaders across RB American

· Strategic thinker, ability to partner with others to move strategy into action; strong ability to execute

· Team player - shows commitment to team objectives; values each person’s contribution to the team; encourages the participation and involvement of everyone on the team; contributes own fair share of effort to the team’s work

· Demonstrates excellent change leadership skills; able to guide organizations through change to achieve business results