Sr HR Business Partner - U.S. Operations

Overview

Why Wendy's

When our square shaped burgers made their first sizzle on the scene more than 50 years ago, people knew our approach wasn't like any other. Same goes for the way we support our employees. Our culture of openness, flexibility, and inclusiveness allows everybody to flourish in their own way. If you're looking for a career where you can be part of the action as we continue to grow our iconic brand - We got you!

The Sr. HRBP will play a strategic role supporting the company market overseeing about 50-60 restaurants and around 1,500 employees. This role will contribute to Wendy's success by partnering with the Director of Area Operations (DAO) for the company market and supporting their District Manager (DM) team. They will identify business needs and implement effective Human Resources strategies, programs, and services.

Acting as a strategic advisor, the position supports key operational metrics and initiatives that drive performance and employee engagement across company restaurants. Additionally, the Sr. HRBP will drive initiatives that support talent development, workforce planning and employee relations. They will analyze human capital data to provide insightful reports to their stakeholders. The Sr. HRBP will collaborate with the DAO and DM team to assess their HR needs and deliver tailored solutions.

They will serve as a trusted partner in change management and organizational development efforts.

• Business Partner: Provides direct strategic partnership to the Director of Area Operations (DAO) and their District Managers (DM). Partners with business leaders to identify needs, analyzes metrics, and adjusts strategy in support of business objectives. Collaborates in the implementation of Human Resources tactics and programs for assigned area(s) and division.
• Staffing: Partners with the DAO to design, develop, and execute comprehensive staffing strategies that attract, select, and retain high-potential talent while maintaining optimal staffing levels. Ensures recruiting and retention strategies are aligned with business goals and remain relevant to the target candidate market and assigned divisions. Focuses on building sustainable talent pipelines, enhancing employee engagement, and reducing turnover through data-driven workforce planning and continuous improvement of sourcing and onboarding practices.
• Talent Planning & Development: Facilitates Succession/Bench Planning sessions to identify future bench, gaps in talent base, and at-risk performers. Collaborates with business leaders on employee development needs and bench planning decisions. Assists leaders with development plans for key talent to improve readiness levels and further career progression.
• Positive Employee Relations and Employee Advocacy: Consults with business leaders to foster and promote a work environment consistent with Dave's Legacy Values. Works closely with operators in each individual market to provide investigation and consultation support to address environmental concerns, activist activity, employee relations, employee conduct, and performance issues, including the application of company policies and employment laws. Manages the investigation process for employment-related claims.
  
  Ensures compliance with local, state, and federal employment laws and regulations. Listens to employees  concerns and helps resolve problems. Provides information about benefits, compensation, training and other Human Resources programs and services.
• HR Operations: Leads the implementation and execution of employee-facing programs and initiatives within HR including HR policies and procedures interpretation. Supports HR subject matter experts in the implementation and execution of compensation and benefits programs, employee engagement surveys, leadership potential assessments, and people leader training. Leads and delivers human capital data into insightful reports and actionable items for the assigned territory on a weekly, monthly, and quarterly basis, with on-demand analysis for HR leaders.

• Preferred: B.S. or B.A. in Business, Human Resources Management, or related field and 3-5 years of Human Resources experience.
• In-depth knowledge of and experience with Human Resources principles and practices including recruiting/sourcing, succession planning, employee development, employee relations, EEO administration.
• Understanding of legal principles including State/Province and Federal/National Labor Laws, requirements for leaves of absence and workers compensation.
• Dynamic, fast paced individual with strong communication, organizational, planning, and analytical skills. Demonstrated ability to influence business partners. Excellent problem solving and decision-making skills. Ability to handle confidential information, conflict resolution, and employee related investigations.
• High degree of independence in completing work assignments and making decisions concerning various human resource activities. Ability to manage…