JOB SUMMARY

The Director of HR is responsible for overseeing the “Talent” Critical Success factor. The Director of HR is responsible for establishing a prescribed method for tracking Human Resources-related local, state and federal regulations and laws affecting daily operations. The role also monitors the business's practices and procedures to ensure compliance with those rules and guidelines. The Director of HR (in collaboration with the Director of Training & Development) will have the responsibility for creating and implementing best practices in talent acquisition, Team Member and leadership development, and retention initiatives.  

COMPETENCIES

• Exemplifies CDC’s Core Values (Heart for Service, Go Hard or Go Home, Have Each Other’s Backs, and Pursue Excellence) 
• Strong analytical and problem-solving skills 
• Mature, dependable, and results-oriented 
• Self-starter, creative, flexible, and able to adapt 
• Ability to work well independently and in a team environment 
• Servant spirit and attitude with a strong sense of stewardship 
• Effective organizational skills to keep track of multiple priorities
• Excel with systematic follow through and auditing skills 
• Have strong communication skills and an ability to coach employees through conflict 
• Make it their priority to protect both Team Members and the business 
• Advanced computer skills, including but not limited to: data entry, data processing, communication tools, payroll and human resources software 

RESPONSIBILITIES

Recruiting

• Screen all online candidates for interviews and invite candidates via email to open interviews or virtual interviews
• Send out Predictive Index test for leadership candidates and request online assessments from Executive Assistant to be sent to leadership candidates
• Coordinate with leadership on who will be leading follow-up interviews
• Maintain hiring site (Workstream) and ensure all onboarding paperwork is in compliance and up-to-date
• Own hiring process for leadership candidates start to finish
• Create offer letter, bonus structure letter (if applicable) and email
• Call with verbal offer prior to sending the offer email

Employee Files 

• Audit new Team Member files for proper paperwork 
• Annual audit of random Team Member files 
• Complete annual W-2 distribution 

Promotions & Terminations

• Approve separation paperwork for all employment separations  
• Remove all terminated leaders from the back-office system, Slack, email, etc.

Insurance

• Assess benefits annually in Q4 (medical, dental, vision, and 401k), comparing pricing and choose best insurance companies per 3rd party benefits administrator’s suggestion
• Facilitate open enrollment for benefits in December
• Monitor benefit eligibility monthly to identify and notify eligible employees of insurance using enrollment letter and Team Member benefits FAQs 
• Work with Third Party Benefits Administrators to ensure ACA reporting compliance (currently using Green Isle)
• Audit insurance invoices to ensure we receive credit for any terminated employees

Retirement

• Note eligible employees who qualify for retirement (using Empower) and send welcome letter (audit done twice a year)
• Complete annual 401k Census
• Complete annual Pay Data Report for CA with the Civil Rights Department
• Serve as primary point of contact between all involved parties: CFA Support Center, and all 3rd party plan administrators

Legal Compliance

• Keep up with California Department of Labor Laws and changes; responsible for compliance training and communication with Managers 
• Ensure California Child Labor Law compliance 
• Ensure that all permits/labor postings/OSHA postings are current and posted
• Maintain OSHA binder as recommended
• Review and respond to all EDD, Insurance, LLC and LA City Communications
• Ensure compliance with all ACA regulations and administer benefits to team accordingly
• Oversee legal cases or potential legal situations with Operator and/or appropriate legal counsel; provide updates to the Executive Team
• Align workplace policies with local and federal laws, and enforce procedures to ensure all employees follow them 

Human Resources/Administrative

• Facilitate employee six month reviews
• Work with Assistant General Managers to ensure team member handbook compliance enforcement 
• Support HR Coordinators (and HR Generalists) as needed with disciplinary conversations, terminations, documentation
• Along with the Director of Training & Development, build a Human Resources annual plan and budget to include talent acquisition and talent development, recruiting, retention and employee care, amongst other responsibilities that maximize both profit and effectiveness 
• Support the Team Members by overseeing all matters related to leading recruitment, selection, onboarding, separation of employment (exit interviews/surveys), coaching, mentoring, feedback, retention, employee care, and employer branding 
• Oversee and assist (when needed) with various payroll responsibilities including maintaining payroll notes, tracking all deductions, verifying time detail reports and fixing time punch errors, inputting direct deposit and other paperwork, etc. 

REQUIREMENTS

• Bachelor’s Degree in Human Resources or related field required 
• 1+ years of experience in an HR Generalist role 
• Expert in Los Angeles City HR compliance 
• Discretion and confidentiality, non-disclosure agreement required
• SHRM or PHR certification required 
• Fluent in Spanish preferred 

AVAILABILITY/HOUR ALLOCATION

• Must have open availability
• Must be present a minimum of 32 hours per week in the restaurant/offsite office

Most Chick-fil-A® Restaurants are operated by independent franchised business owners who make all their own employment decisions and are responsible for their own content and policies.