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The Brand:

Jean-Georges Management is built on a powerful culinary foundation and has evolved into a reputable and award-winning restaurant group. From inception, Chef Jean-Georges Vongerichten placed emphasis on the importance of providing the very best in culinary and tailored hospitality, which has resulted in the success of an acclaimed constellation of international restaurants. With over 60 restaurants worldwide we continuously strive towards excellence and rely on the support of our culinary and hospitality team members to contribute to our worldwide operations.

Scope of the Position:

The Director of Human Resources will be accountable for all aspects of HR administration with a strong focus on compensation and benefits, total culture enhancement, talent management, safety, compliance and training & development. This individual must be a skillful leader with the ability to work collaboratively and build consensus in a matrix team environment. Must possess considerable knowledge of management-labor relations; the principles, practices, and procedures of Human Resources Management.

Essential Job Responsibilities:

• Maintain consistent practices with company policy/procedures and help drive corporate and regional HR initiatives.
• Implements HR policies and procedures that support the Company’s goals and objectives.
• Works with other Human Resources employees and company executives to establish the long-term and short-term strategies of the department.
• Collaborates with executive team to craft the company’s vision and mission.
• Hires, guides and evaluates the work of HR employees.
• Assists executive management in the annual review, preparation and administration of the Company’s wage and salary program.
• Develop processes and tools to measure impact and value of HR initiatives to the organization.
• Decides and acts on initiatives for equal opportunity, diversity etc.
• Assumes responsibility of labor and employee relations.
• Assists management in hiring, training, scheduling, evaluating, counseling, disciplining, and motivating and coaching employees.
• Ensures compliance with key policies (e.g., Sexual Harassment, Non-Harassment, Non-Discrimination, No Solicitation).
• Ensures open positions are advertised in appropriate venues to attract a diverse candidate pool.
• Works with HR team to establish and maintain contact with external recruitment sources (e.g., state job service, local colleges, recruiting agencies, and community-based organizations).
• Partners with department managers and recruiting professionals to recruit positions, make hiring decisions and negotiate job offers in accordance with SOPs.
• Facilitates transfers and promotions.
• Oversees the selection and offer processes for management and hourly employees to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection are documented, applicants receive status notifications).
• Ensures interviews are conducted according to recommended guidelines, consistent screening criteria are used, and only job-related questions are asked.
• Provides an overview of employee benefits to the management team enabling them to educate their employees and answer routine questions.
• Ensures wages are paid in accordance with Standard Operating Procedures and federal and state laws (e.g., employee pay for meeting attendance, wages limited to maximum rate of pay, entry level rates paid to new hires, overtime provisions in place, separation pay).
• Establish “Open Door Policy” with employees to ensure the atmosphere is one of management involvement.
• Develops and implements comprehensive staffing strategies that attract and retain the best talent in the industry. Partner with leadership with ensure an effective and on-going workforce planning strategy is in place.
• Diagnose and recommend solutions that impact leadership development, employee relations, retention, and organization structure, interpreting, communicating, and ensuring consistent application of company guidelines and procedures.
• Investigates problems, such as: working conditions, disciplinary actions, and employee and applicant appeals and grievances. According to circumstances, provides guidance and recommendations for problem resolution to departmental officials and individuals.
• Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
• Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
• Consults with legal counsel as appropriate, and/or as directed the executive team on personnel matters.
• Follows all company and safety and security policies and procedures; ensures timely reporting of accidents, injuries, and unsafe work conditions to insurance as well as managers/chefs.
• Oversees the management of Workers Compensation claims to ensure appropriate employee care and costs management.
• Acts as key ambassador of safety; not limited to a safe work environment and public health hazards such as COVID-19.
• Maintains knowledge of industry trends and employment legislation and ensures the Company’s compliance.
• Researches information and analyzes data to arrive at valid conclusions, recommendations, and plans of action.
• Prepares comprehensive reports and represents ideas clearly and concisely, both orally and in writing.
• Maintains confidentiality of proprietary information.
• Exercises considerable judgment and discretion in establishing and maintaining good working relationships.
• Performs other duties as assigned.

Knowledge, Experience and Skills:

• 10+ years Human Resources management experience preferably in hospitality operations.
• Payroll oversight experience preferred.
• Knowledge of EEO/AA policies, wage and hour regulations, laws and requirements involving interviewing and hiring, Title VII, HIPPA, ERISA, COBRA, ADA and FMLA.
• Excellent interpersonal skills.
• Highly motivated and enthusiastic.
• Handle a dynamic work environment with competing priorities.
• Excellent verbal and written communication skills.
• Builds positive working relationships with employees at all levels within the organization.
• Exercises sound judgment when making decisions.
• Good problem solver/creative thinker.
• “Can-do” attitude, pro-active and resourceful.
• Proficient with MS Office, MS Project and Outlook applications.

COMPENSATION