• Collaborate with leaders and management teams to understand business needs and align HR strategies accordingly. • Act as a trusted advisor on HR-related matters, including employee relations, performance management, and organizational development. • Designs, develops and delivers HR programs across multiple locations, departments, and/or business areas. • Engages with business partners to develop policies, programs, tools and analytical processes to recommend / enhance people processes and organizational design. • Provides coaching and guidance to store leadership and field operations on company policies and conflict resolutions regarding employee conflict. • Investigate all details of a complaint and recommend potential outcomes based on the information. • Deploys and analyzes surveys, interviews, and other resources to conduct research regarding the activities, processes, and leadership within the company. • Manages the onboarding, orientation, and off-boarding of restaurant leadership and home office employees. • Serves as an expert in employee-related regulations and laws and utilizes external legal resources and guidance to seek out understanding and best practices. • Manages the accommodation process as it relates to work restrictions or disabilities. • Supports the performance management processes and the annual compensation planning program, which includes goal setting, performance reviews, and development plans. • Ensure compliance with federal, state, and local employment laws and regulations. • Develop and implement HR policies and procedures to maintain a fair and consistent approach across the organization. • Reviews audits and corrects all HR data. • Completes required reporting cycles for regulatory required data and ensures the timely turnaround of this information. • Researches new and existing regulations and provides recommended content to communicate policies, procedures, and processes tied to the information. • Audits the completion of employee documentation, compliance videos, signed agreements and other items for active and inactive team members including I-9s, and E-verify completion. • Manages the Leave of Absence process documentation and communication. • Ensures the ATS is accurate and updated. • Maintains the onboarding files and ensures legal compliance. • Identify and address organizational development needs, including training programs, leadership development, and change management initiatives. • Support organizational change efforts and help manage the impact on employees. • Analyze HR metrics and data to assess the effectiveness of HR programs and initiatives. • Provide regular reports and updates to leadership on HR activities and trends. • Lead or participate in HR projects and initiatives, ensuring timely and successful implementation.