Director of Employee Relations
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Responsible for leading company-wide Employee Relations efforts and contributing to Benihanas mission of treating guests, employees and partners with grace, dignity, respect and integrity. In this capacity, the Director will serve as a liaison between employees and management. Will also have responsibility for ensuring compliance with federal and state laws relating to employee relations and managing such activities according to established guidelines and sound administrative practices.
Specific Job Duties
Provides strategic direction to the employee relations function and ensures processes/practices meet organizational needs. Leads employee related events and programs intended to enhance employee morale.
Proactively assesses and manages risk associated with employee actions. Develops, implements and monitors the consistent utilization of a termination checklist.
Supervises, evaluates and manages workload of the HR Coordinator.
Ensures that legally required federal and state-required forms, notices and posters are maintained for each restaurant and the Corporate Office. Stays apprised of employment law changes and industry trends in legislation that could impact compliance issues.
Manages employee relations calls from the field under the supervision of the Sr. Director of Human Resources. Interprets and explains policies and regulations in response to such calls or inquiries as needed.
Investigates workplace complaints relating to claims of discrimination, harassment, retaliation, hostile work environment, and policy violations. Offers recommendations for the resolution of employee relations issues and coordinates response to such complaints.
Provides recommendations on involuntary terminations. Oversees the termination meeting and participates, as needed. Manages the process of documenting terminations to ensure proper completion and preservation of documents relating to termination process.
Conducts exit interviews with departing employees, analyzing opportunities for feedback or improvement particularly in areas related to employee engagement.
Administers unemployment insurance processes, reviews liability reports, monitors program costs and recommends policy changes to the Senior Director of Human Resources.
Develops and maintains a recordkeeping system that documents and tracks the status of all EEOC charges, lawsuits, and other employee related legal matters, including internal investigations. Analyzes trends emerging from such data to assist with developing proactive solutions.
Coaches managers on effective methods to ensure the development and maintenance of a work environment that fosters sensitivity and respect for people of diverse backgrounds, cultures, and disabilities.
Oversees management, maintenance and security of employee records and files assuring timely completion of all necessary documentation. Also ensures that documents are securely maintained in compliance with Company policies, state and federal guidelines. Assures confidentiality of all employee records.
Provides litigation support to the Sr. Director of Human Resources and/or the Legal Department in connection with employment related legal matters.
Other duties may be assigned.
Bachelor's degree from a four-year college or university, plus three to five years in human resources management, employee relations or related experience and/or training is required. The Company will consider applicants with an equivalent combination of education and experience. Masters degree in a related discipline is a plus.
Through knowledge of and ability to apply current federal, state and local laws relating to employment matters, including regulations or guidance issued by the Department of Labor, the U.S. Equal Employment Opportunity Commission or other similar agencies.
Prior experience in the restaurant industry is preferred.
Certificates and Licenses:
SPHR or PHR certification preferred