Manager of Team Member Experience

Compensation range for this role is $55,000-$65,000/year + 10% bonus potential.

The final offered salary will be based on several factors, including but not limited to the candidate's depth of experience, skill set, qualifications, and internal pay equity.

As a Manager of Team Member Experience at Cooper’s Hawk, you’ll play a vital role in shaping the journey of our Team Members—from their first day to every milestone along the way. As a standard bearer of the brand, you’ll lead initiatives that attract, connect, engage, and retain top talent, all while promoting our company values and supporting the growth of our business.

With a focus on hiring, training, onboarding, recognition, engagement, talent development, and HR support, you’ll help create a workplace where Team Members feel valued, supported, and inspired.

• 50 percent Dining and Carryout Discount; 40 percent Retail Wine Discount; 20 percent Discount on Retail and Private Events
• Monthly Complimentary Wine Tasting for Two
• Medical, Prescription, Dental, Vision Insurance plus Telemedicine and Wellness Program
• 401(k) with Company Match
• Supplemental Health Coverage (Voluntary Accident, Hospital Indemnity and Critical Illness)
• Health & Flexible Savings Accounts
  - Health and Dependent Care
• Long-Term Disability;
  Voluntary Short-Term Disability
• Basic Life and AD&D Insurance (with option to purchase additional coverage)
• Paid Parental Leave
• Paid Time Off
• Access to Team Member Relief Program
• Employee Assistance Program, providing mental health, legal and financial counseling
• “Everyday Benefits” Program to include insurance coverage (pet, life, auto, home/property) and employee discounts on goods and services
• Team Member Rewards, Tenure Recognition and Referral Bonuses
• Luxury Car Incentive for Team Member Development for General Managers and Executive Kitchen Managers
• Annual Destination Conference for General Managers and Executive Kitchen Managers
• Career Development Opportunities

• Ensure onboarding and offboarding processes are timely, organized, and positive
• Participate in orientations and ensure training materials and uniforms are available
• Foster a growth mindset by tracking and analyzing time-in-position data and identify training and development opportunities
• Ensure performance management standards are met by collaborating with trainers and managers on proper execution of training programs
• Drive the new-hire onboarding check-in process to ensure department managers conduct 2-week and 45-day check-in; 90-day check-in is conducted by the GM/EKM
• Ensure ongoing communication with managers to create opportunities for development and to identify internal talent for hourly leadership roles
• Conduct Stay Interviews and gather feedback to improve the Team Member experience

• Ensure compliance with HR systems, certifications, and break policies
• Partner with Talent Acquisition to ensure discipline in adhering to systems regarding quarterly staffing plans, applicant tracking, and internal job postings for current Team Members
• Observe new Team Members on shift and provide feedback to support success
• Partner with department managers and HR to coordinate leaves of absence and return-to-work transitions
• Follow policies, systems, and standards and ensure others are doing the same
• Provide guidance on Paylocity functions and benefits utilization
• Adapt quickly to changing business needs while maintaining operational excellence
• Drive disciplined execution through planning, prioritization, and follow-through