Human Resources Director

Intentional Talent Solutions is supporting an incredible QSR client on thier search for a
Director of Human Resources who is a strategic and hands-on HR leader responsible for supporting a multi-state, multi-unit QSR organization and translating business priorities into practical people strategies that work in a fast-paced restaurant environment.





This role partners closely with Operations and senior leadership to support a geographically dispersed workforce, with a significant focus on hourly restaurant employees and field leaders. The Director oversees key areas of Human Resources, including employee relations, multi-state employment compliance, performance management, talent acquisition, workforce planning, HR operations, policies, compensation practices, and employee programs.





The Director of Human Resources serves as a trusted advisor to leadership while ensuring HR programs and practices can be effectively executed at the restaurant level. Success in this role requires strong business and operational acumen, sound judgment, an understanding of the complexities of multi-state employment, and the ability to balance strategy with hands-on execution.





Key Responsibilities

HR Leadership & Operations Partnership


- Partner closely with Operations and senior leadership to align people strategies with restaurant performance and business priorities.
- Serve as a trusted advisor to corporate, field, and restaurant leaders on workforce, organizational, and employee matters.
- Develop HR practices that are practical, scalable, and executable across a geographically dispersed restaurant organization.
- Understand the operational realities of QSR, including staffing, turnover, labor pressures, restaurant leadership capability, employee availability, and changing business demands.
- Regularly engage with field and restaurant leadership to understand workforce challenges and provide proactive HR support.






Employee Relations & Field Support


- Lead and provide guidance on complex employee relations matters across multiple states and restaurant locations.
- Conduct or oversee workplace investigations involving harassment, discrimination, retaliation, workplace conduct, policy violations, wage and hour concerns, and other employee matters.
- Partner with Operations leaders on corrective action, performance concerns, separations, and other employment decisions.
- Coach field and restaurant leaders on documentation, conflict resolution, employee communication, performance management, and consistent application of company policies.
- Identify patterns in employee relations activity and recommend proactive solutions to reduce recurring issues.






Multi-State Employment Compliance


- Maintain working knowledge of federal, state, and local employment requirements applicable to a multi-state restaurant workforce.
- Monitor changes in employment regulations and translate requirements into practical policies and operational processes.
- Provide oversight and guidance related to wage and hour requirements, minimum wage, overtime, meal and rest periods, timekeeping, tip practices, paid sick leave, leaves of absence, workplace accommodations, required postings, final pay, and other jurisdiction-specific requirements.
- Assist with Department of Labor inquiries, wage audits, agency charges, unemployment claims, and other employment-related investigations or requests.
- Regularly assess HR practices and restaurant-level execution to identify potential compliance gaps and recommend corrective actions.
- Maintain appropriate employee documentation, records, and retention practices.






Workforce Planning & Talent Acquisition


- Develop and oversee recruiting strategies appropriate for high-volume hourly hiring and restaurant leadership positions.
- Monitor applicant flow, time-to-fill, turnover, staffing levels, hiring effectiveness, and other workforce metrics.
- Identify difficult-to-staff locations and roles and develop targeted recruiting and retention strategies.
- Ensure recruiting, selection, hiring, and onboarding practices are consistent and compliant across markets.
- Partner with Operations on workforce planning for new restaurant openings, seasonal demand, market expansion, and other business needs.






Performance Management & Leadership Development


- Lead and continuously improve performance management processes across corporate and field operations.
- Coach leaders on establishing expectations, providing feedback, documenting performance, and addressing performance concerns.
- Support talent reviews, succession planning, leadership development, and identification of high-potential employees.
- Partner with Operations to strengthen restaurant and field leadership capability.
- Support the development of internal talent pipelines for restaurant and field leadership positions.






HR Operations, Systems & Programs


- Oversee the effective administration and continuous improvement of HR processes, policies, systems, and programs.
- Ensure employee lifecycle processes, including onboarding, transfers, promotions, job changes, leaves, and separations, are consistently executed across restaurant locations.
- Partner closely with Payroll to support accurate employee data, timekeeping, pay practices, and compliance.
- Support the effective implementation and optimization of HRIS, ATS, onboarding, scheduling, and other workforce technology.
- Develop policies, procedures, tools, templates, and manager resources that can be effectively used by restaurant and field leaders.
- Simplify HR processes wherever possible while maintaining appropriate controls and compliance.
- Use workforce data and HR metrics to identify trends, risks, and opportunities for improvement.






Compensation & Wage Practices


- Support the development and administration of compensation practices for hourly restaurant, field leadership, and corporate positions.
- Monitor market wage trends, minimum wage changes, internal equity, and competitive pressures across multiple geographic markets.
- Partner with Operations and Finance on compensation decisions and workforce cost considerations.
- Support job structures, compensation ranges, promotions, market adjustments, and other pay-related programs.
- Review wage practices and employee data to identify potential compliance or internal equity concerns.






Employee Experience, Engagement & Retention


- Champion a positive, respectful, accountable, and high-performing workplace culture across all restaurant and corporate locations.
- Partner with Operations to understand and address turnover, retention, employee engagement, and workplace culture challenges.
- Develop practical programs that improve the employee experience while recognizing the realities of a high-volume restaurant environment.
- Identify trends through turnover data, employee feedback, exit information, employee relations activity, and workforce metrics.
- Partner with leadership to develop targeted retention strategies for critical roles, restaurants, and markets.
- Ensure HR programs and practices reinforce company values and expectations throughout the organization.






Qualifications


- Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field preferred.
- 8+ years of progressive Human Resources experience with increasing levels of responsibility.
- 3+ years of HR leadership experience strongly preferred.
- Experience supporting a multi-state, multi-unit QSR, restaurant, foodservice, retail, hospitality, or similar high-volume hourly workforce strongly preferred.
- Strong knowledge of wage and hour requirements applicable to hourly restaurant employees.
- Demonstrated experience handling complex employee relations matters and workplace investigations.
- Experience supporting HRIS, ATS, payroll, timekeeping, scheduling, and related workforce systems.
- Experience supporting organizational growth, new market entry, or new restaurant openings preferred.
- SHRM-SCP, SPHR, or similar professional certification preferred.






Knowledge, Skills & Abilities


- Strong understanding of the QSR and restaurant operating environment.
- Ability to build credibility and effective partnerships with Operations leaders.
- Strong business acumen with the ability to connect people decisions to restaurant performance and financial outcomes.
- Ability to navigate employment requirements across multiple states and local jurisdictions.
- Strong understanding of wage and hour compliance for hourly workforces.
- Ability to operate strategically while remaining highly hands-on and execution-focused.
- Strong judgment when managing complex, sensitive, or high-risk employee matters.
- Ability to communicate effectively with employees and leaders at all levels of the organization.
- Strong coaching, influencing, and relationship-building capabilities.
- Ability to work effectively in a fast-paced environment with competing priorities.
- Comfortable operating through ambiguity and creating structure where processes are evolving.
- Strong analytical and problem-solving skills.
- Ability to identify workforce trends and translate data into practical business recommendations.
- High level of integrity, discretion, accountability, and professionalism.






Travel & Work Environment


- Regular travel to restaurant locations and markets is required.
- Ability to work outside standard business hours when necessary to support restaurant operations and urgent employee matters.






This is not a fully exhaustive listing of the responsibilities but serves as a guide around the opportunity.





Equal Employment Opportunity

Intentional Talent Solutions is an equal opportunity employer and is committed to providing employment opportunities without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information, or any other status protected by applicable federal, state, or local law.