Senior Manager of Human Resources

At CAVA + Zoës Kitchen, the number one criteria for being a fit for any role is being a culture fit! That’s why our core values are so important to us.

The Core Values:

• POSITIVITY – We believe in the power of positivity. Every one of us has the ability to change someone’s day for the better.
• TRANSPARENCY – We believe in open and respectful communication. We use transparency to help us make decisions and inform how we talk to each other.
• HUMILITY – We can always find ways to improve. The more we learn, the more we see how much we don’t know and how much we need others to help us learn to grow.
• FANATACISM – We are passionate about our mission and turning every guest into a fanatic. We bring that energy to everything we do.
• THOUGHTFULNESS – To us, every detail matters. We go above and beyond for our guests, our teams, and our communities.

The Role!

The Senior Manager of Human Resources serves as a “general practitioner” and will provide expert advice and strategic HR consulting to the organization.  This leader embodies and advocates the attraction and retention of diverse talent to create an inclusive culture that builds trust and loyalty across levels while ensuring compliance to HR policies and applicable laws and regulations to mitigate risk to the brand.

Responsibilities:

• Partner and advisor to senior leadership and Ops leaders to identify and plan initiatives necessary to meet short and long-term business needs
• Act as a strategic business partner with Ops Leaders, Home Office and Field Teams by understanding their business objectives, providing proactive counsel, recommendations and support to meet their needs
• Build strong relationships with all Home Office and Ops leadership, understand expectations and challenges, and provide advice and solutions to meet business needs while ensuring compliance and consistent application of company policies
• Assist and advise, both Operations and Talent Acquisition, on all significant staffing, sourcing, and recruiting initiatives
• Execute and monitor the application of all team member policies and procedures to ensure compliance with labor laws, state and federal regulations, and sound business practices - includes conducting training sessions, and identifying and communicating the need for new/revised policies based on changing business needs and/or legal requirements
• Oversee (or lead the activities of) all investigations into discrimination, harassment, wage/hour, or other labor law complaints, ensuring proper documentation, interviewing procedures, and follow up activities are taken
• Identify and implement retention strategies to reduce team member turnover and increase internal team member development and skills
• Effectively balance business partner responsibility with team member advocacy, and build a positive team member relations culture and work environment
• Lead succession planning efforts to ensure the company is proactively planning ahead to avoid talent turnover and that a bench of capable talent exists
• Establish credibility throughout the organization with management and team members in order to be an effective listener and problem solver of people issues
• Trusted leader and advisor to direct reports ensuring proper training and development

The skills!

• 7 years of progressively responsible HR experience across multiple disciplines, including employee relations and engagement, compliance/employment law, performance management, recruiting/onboarding, training, leadership coaching and development, and compensation and benefits program knowledge
• Bachelor’s Degree from accredited university or college
• Strong team leadership skills to acquire, coach, develop and retain talent
• Demonstrated strong interpersonal/collaboration skills; ability to interface with all levels within the organization and external partners
• Possesses strong business acumen to develop effective HR solutions aligned with business needs
• Demonstrated strong analytical skills to evaluate data and trends
• Solid ability to engage in reasoned dialogue on complex, difficult, or emotional issues
• Prior HR experience in a fast-paced, geographically dispersed restaurant, retail or services organization with U.S. and international operations.
• Proficient with Microsoft Office Products (Outlook, Word, Excel and PowerPoint).
• Demonstrated ability to make effective presentations, offer compelling business cases and exert influence with C-Suite executives.
• Demonstrated ability to influence and coach managers, including leading transformation projects, leveraging change management techniques, managing conflict and building consensus.
• Able to identify and explain the HR implications for complex business strategies and situations; providing talent solutions to achieve those business goals.
• Strong collaborator; able to partner with line leaders and HR colleagues dispersed across the country in remote environments.
• A passion to be part of a team– this is not a job

Senior Manager of Human Resources

At CAVA + Zoës Kitchen, the number one criteria for being a fit for any role is being a culture fit! That’s why our core values are so important to us.

The Core Values:

• POSITIVITY – We believe in the power of positivity. Every one of us has the ability to change someone’s day for the better.
• TRANSPARENCY – We believe in open and respectful communication. We use transparency to help us make decisions and inform how we talk to each other.
• HUMILITY – We can always find ways to improve. The more we learn, the more we see how much we don’t know and how much we need others to help us learn to grow.
• FANATACISM – We are passionate about our mission and turning every guest into a fanatic. We bring that energy to everything we do.
• THOUGHTFULNESS – To us, every detail matters. We go above and beyond for our guests, our teams, and our communities.

The Role!

The Senior Manager of Human Resources serves as a “general practitioner” and will provide expert advice and strategic HR consulting to the organization.  This leader embodies and advocates the attraction and retention of diverse talent to create an inclusive culture that builds trust and loyalty across levels while ensuring compliance to HR policies and applicable laws and regulations to mitigate risk to the brand.

Responsibilities:

• Partner and advisor to senior leadership and Ops leaders to identify and plan initiatives necessary to meet short and long-term business needs
• Act as a strategic business partner with Ops Leaders, Home Office and Field Teams by understanding their business objectives, providing proactive counsel, recommendations and support to meet their needs
• Build strong relationships with all Home Office and Ops leadership, understand expectations and challenges, and provide advice and solutions to meet business needs while ensuring compliance and consistent application of company policies
• Assist and advise, both Operations and Talent Acquisition, on all significant staffing, sourcing, and recruiting initiatives
• Execute and monitor the application of all team member policies and procedures to ensure compliance with labor laws, state and federal regulations, and sound business practices - includes conducting training sessions, and identifying and communicating the need for new/revised policies based on changing business needs and/or legal requirements
• Oversee (or lead the activities of) all investigations into discrimination, harassment, wage/hour, or other labor law complaints, ensuring proper documentation, interviewing procedures, and follow up activities are taken
• Identify and implement retention strategies to reduce team member turnover and increase internal team member development and skills
• Effectively balance business partner responsibility with team member advocacy, and build a positive team member relations culture and work environment
• Lead succession planning efforts to ensure the company is proactively planning ahead to avoid talent turnover and that a bench of capable talent exists
• Establish credibility throughout the organization with management and team members in order to be an effective listener and problem solver of people issues
• Trusted leader and advisor to direct reports ensuring proper training and development

The skills!

• 7 years of progressively responsible HR experience across multiple disciplines, including employee relations and engagement, compliance/employment law, performance management, recruiting/onboarding, training, leadership coaching and development, and compensation and benefits program knowledge
• Bachelor’s Degree from accredited university or college
• Strong team leadership skills to acquire, coach, develop and retain talent
• Demonstrated strong interpersonal/collaboration skills; ability to interface with all levels within the organization and external partners
• Possesses strong business acumen to develop effective HR solutions aligned with business needs
• Demonstrated strong analytical skills to evaluate data and trends
• Solid ability to engage in reasoned dialogue on complex, difficult, or emotional issues
• Prior HR experience in a fast-paced, geographically dispersed restaurant, retail or services organization with U.S. and international operations.
• Proficient with Microsoft Office Products (Outlook, Word, Excel and PowerPoint).
• Demonstrated ability to make effective presentations, offer compelling business cases and exert influence with C-Suite executives.
• Demonstrated ability to influence and coach managers, including leading transformation projects, leveraging change management techniques, managing conflict and building consensus.
• Able to identify and explain the HR implications for complex business strategies and situations; providing talent solutions to achieve those business goals.
• Strong collaborator; able to partner with line leaders and HR colleagues dispersed across the country in remote environments.
• A passion to be part of a team– this is not a job