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Regional Employee Relations Director
Levy Restaurants, Inc.
Chicago, IL, United States
Job Details - this job has expired, please see similar jobs below
Chicago, Illinois
The role of Regional Employee Relations Director will report directly to the Regional HR Director and will also take direction from and work collaboratively with the Director of Home Office HR function. This role will act as a liaison between the home office human resources team and field operations. In this role, you will act as the employee relations partner to the Division President, RVP’s, RDO’s, and location HR Directors / Managers to lead employee relations, engagement and retention initiatives that correspond with business goals, company culture, partner relations and benchmarks.
Job Duties
• Creates a comprehensive and sustainable employee engagement strategy based on survey results, focus groups, town halls, one-on-one interviews, and other methodology. Work with HR and business partners to deploy and evaluate.
• Incorporate a retention strategy based on engagement survey results, exit and onboarding interviews and leadership collaboration. Evaluate results through monitoring of the HR Dashboard.
• Collaborates on the overall production of regional internal communications, events and program materials, including newsletters, pre-shifts, e-blasts, etc. for the purpose of communicating critical information to employees at all levels. Ensures all communications reaches multi-generations and diverse employees.
• Acts as the champion of the company culture and ensure values are consistent and in alignment with Levy's vision, mission and guiding principles throughout all of the regions.
• Builds credibility and effective working relationships with managers and employees.
• Collaborates with the Legal and Risk Management Departments to ensure compliance with all federal and state employment laws, reducing legal and safety risks and ensuring regulatory compliance.
• Provides proactive HR assistance, support and advice to business partners on various complex HR-related issues and needs that arise. This includes consulting with leaders and legal counsel on employee relations issues including investigating, coaching, advising and reporting when necessary.
• Collaborates with leadership team to guide employee development, teambuilding, performance management and talent planning. Assists managers with performance and development plans for teams and employees.
• Responds to complaints and conducts internal investigations. Partners with management on complex performance issues, reviews and monitors performance improvement plans, and takes applicable corrective and disciplinary action in adherence with Levy policies and procedures.
• Offers advice and guidance to operational leadership on the administration and interpretation of various labor agreements, Assists with management of the grievance process and supports the preparation of contract negotiations.
• In problem situations of broader scope, analyzes the underlying forces and practices that cause problems and recommends corrective measures to eliminate the root cause.
• Builds field leadership capability to manage performance issues through coaching and training.
• Meets with other HR Business Partners on a regular basis to compare challenges, share innovative practices, and ensure consistent delivery of services.
• Works as a strategic business partner to facilitate changes and work toward meeting Company goals through creative HR solutions.
• Partners with the Home Office Director of HR to coordinate the delivery of key HR initiatives, such as the year-end performance and merit review process.
Job Requirements
• Proficient in Microsoft Office Suite.
• Excellent verbal, written and interpersonal communications skills.
• Responsible for launch communications, problem solving, and deadlines.
• Ability to communicate professionally with all levels of management.
• BA or equivalent experience required.
Levy is an equal opportunity employer. At Levy we are committed to treating all Applicants and Team Members fairly based on their abilities, achievements, and experience without regard to race, national origin, sex, age, disability, veteran status, sexual orientation, gender identity, or any other classification protected by law.
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