Job Summary
The Manager HR Business Partner provides daily support to client group leaders pertaining to people initiatives in alignment with Papa Johns’ business strategy. Ensures compliance with company policies, procedures, programs, and systems along with federal, state, and local laws as well as ethical business practices. Interfaces with specialized HR functions to deliver quality HR services according to departmental and organizational goals and objectives. Acts as an advisor to client group leadership on all people/talent related aspects of the business. Ideal candidate will reside in Atlanta.
This role provides guidance to client group leadership on all people/talent related aspects of the business
Duties and Responsibilities
Manages the HR Business Partner relationship with Centers of Expertise (COEs) and assigned client groups including but not limited to workforce planning and consultation.
Advises leadership on issues related to people and change management, coaching methods, corrective action and other documentation, development, performance improvement planning, as well as other workplace matters. As a partner with client group leadership, serves as a coach and sounding board to manager sand an advocate for all team members and the brand.
Plan and implement HR initiatives and projects aligned to HR's strategic planning process.
Administers various HR plans and procedures, assists in the development and implementation of policies and procedures to improve efficiency and ensure compliance with federal, state, and local regulations; supports various routine and special HR projects and initiatives.
Answers team member questions related to compensation; fosters and supports a culture of Reward and Recognition.
Directs benefit questions to the appropriate area, answers general questions, acts as support and follow-up during open enrollment. Works with managers and team members and coordinates with COE on Leave/Accommodation requests.
Participates in recruiting strategy meetings and interviews; understands staffing needs and turnover/retention trends; champions culture strategies to increase retention and morale.
Consults with and advises on employee relations issues, including performing thorough investigations when needed.
Collaborates with COEs and looks for ways to innovate and improve by recommending new approaches and practices to improve efficiency of department and services performed.
Maintains compliance with federal and state regulations concerning employment.
Coach Managers and Directors on HR practices and effective leadership.
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