REGIONAL HR MANAGER

About SSP
SSP America has operated restaurants, bars, cafés, food courts and convenience stores in airports in North America, Canada and the Caribbean for almost 20 years.

SSP’s unrivalled understanding of the food travel space is based on long and varied experience. Our expertise is rooted in our focus on achieving outstanding operational excellence in the unique environments of travel locations, our close partnerships with operators, and the deep well of consumer and industry insights gained from our own tailored global research programme. We have just completed the first phase of the most comprehensive global food travel needs and behaviours’ study ever carried out.

SSP partners with international, national and local brands. These partner brands range from market-leading, iconic names like M&S Simply Food to niche experts such as Caviar House & Prunier. Other third party brands in our broad portfolio include Starbucks, Ben & Jerry’s, Famous Famiglia, Samuel Adams, KFC, Dunkin’ Donuts, Silver Diner, and Pizza Hut. Some of our own proprietary brands include Charley’s, the Blue Note Café, Carolina Wings and the world famous Paris-based, Le Train Bleu.

POSITION SUMMARY

The Regional Human Resources Manager will provide comprehensive HR support in the areas of employee relations, recruitment/staffing, compensation, employment law/compliance, benefits, organizational effectiveness, talent management, and training and development. The Regional Human Resources Manager will work closely with the respective Regional Vice President of Operations to serve as a strategic business partner to ensure high quality HR administration. The position will entail multi-site responsibility (number of locations will be dictated by the region assigned).

 

This is a virtual/home based position with 75% travel

 

RESPONSIBILITIES

EMPLOYEE RELATIONS

• Respond to, manage, and bring employee relations issues to resolution.

• Investigate and resolve complex or high exposure employee complaints, issues and

concerns regarding employment practices originating from various sources, including but

not limited to grievances, Ethics & HR Hotline calls, general employee complaints,

lawsuits, and complaints filed with federal, state and local agencies.

 

PERFORMANCE MANAGEMENT

• Coach employees and managers on performance management and execution of

performance improvement plans.

• Facilitate the administration of the hourly and management performance appraisal

processes.

 

COMPENSATION & BENEFITS

• Ensure effective communication of compensation and benefits plans and policies to

employees.

• Facilitate the hourly and management salary review processes

 

RECRUITMENT/STAFFING

• Identify staffing needs and participate in the interview and selection process for open

management positions.

• Drive the hourly recruitment and orientation/training processes by applying a consistent

approach across the organization

• Ensure the utilization of hourly recruitment tools & templates

 

TRAINING & DEVELOPMENT

• Identify individual and regional training and development needs.

• Develop and facilitate classes and seminars including development and implementation of new training programs for managers.

 

SUCCESSION PLANNING/TALENT MANAGEMENT

• Create, regularly review, and revise Regional Succession Plan.

• Facilitate, participate in, and develop action plans arising out of the Company's

succession planning process.

 

EMPLOYMENT LAW/COMPLIANCE

• Ensure legal compliance with local, state, and federal laws.

• Investigate and respond to EEOC claims.

 

COLLECTIVE BARGAINING/LABOR RELATIONS

• Participate in collective bargaining activities, including contract administration, grievance responses, arbitration preparation, negotiation preparation, and strike contingency planning.

• Where applicable and as needed, Regional HR Manager may participate in Collective

Bargaining Agreement negotiations.

 

COMPANY POLICY, MISSION, VISION, & VALUES ADMINISTRATION

• Manage the administration of all SSP America HR policies and procedures.

• Cultivate leadership and ethical values in self and others through modeling and

coaching.

 

METRICS

• Ensure Affirmative Action goals are met.

• Conduct EEO data analysis, as needed.

 



HR STRATEGY

• Conduct needs analyses to identify and establish priorities regarding employee relations and human resource development activities.

• Provide input into the strategic HR planning process and help develop and shape

organizational policy and decision-making.

 

REQURED SKILLS

• Bachelor’s Degree from four-year College or University (or equivalent experience).

• Ideally, will have human resources experience in one of the following industries: retail,

hospitality, food or hotel/casino.

• Previous experience in multi-site/field human resources.

• Experience in recruitment and succession planning/talent management.

• Ability to work under pressure with multiple deadlines and stakeholders in fast-paced

environment.

• Strong interpersonal skills.

• Excellent oral presentation and written communication skills.

• Excellent task management, multi-tasking and problem solving skills.

• High proficiency in Microsoft Word, Excel, PowerPoint, & Outlook.

 

ALL RESUMES MUST INCLUDE SALARY REQUIREMENTS.