HR Field Operations Manager

## HR Field Operations Manager Apply locations:
Corporate Office time type:
Full time posted on:
Posted 3 Days Agojob requisition :
R132420

Memphis, TN
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* Job Description:

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Key Responsibilities ## Employee Relations and Field HR Support
* Serve as the primary HR field contact for assigned districts, restaurants, and operations leaders regarding employee relations, staffing, policy interpretation, and workplace concerns.
* Investigate employee complaints, workplace concerns, policy violations, and performance-related issues in a timely, fair, and well-documented manner.
* Provide guidance to district managers and restaurant managers on corrective action, documentation, conflict resolution, attendance issues, performance concerns, and terminations.
* Partner with HR leadership and legal counsel, when appropriate, to ensure consistent and compliant handling of sensitive employee relations matters.
* Promote a respectful, inclusive, and values-based workplace culture across field operations.## Recruiting and Staffing
* Lead and support recruiting strategies for restaurant management, field leadership, and high-priority hourly staffing needs within assigned markets.
* Partner with operations leaders to forecast staffing needs, identify talent gaps, and develop market-specific recruiting plans.
* Monitor recruiting activity, candidate flow, time-to-fill 21 days or less, retention trends, and hiring effectiveness to recommend improvements.
* Support interview processes, candidate selection, onboarding readiness, and hiring compliance.
* Build relationships with community organizations, schools, workforce agencies, job boards, and other recruiting partners to strengthen talent pipelines.## Succession Planning and Leadership Pipeline Support
* Partner with and support the Director of Area Operations in building and maintaining District Manager succession plans using a 1-year, 3-year, and 5-year talent planning model.
* Help identify “ready now” and “ready future” candidates for District Manager roles by evaluating leadership readiness, operational performance, development needs, retention risk, and career interest.
* Maintain succession planning documentation that identifies District Managers approaching retirement, District Managers with performance concerns or development needs, and District Managers considered top talent or high-potential leaders.
* Collaborate with COO, DAO and SVP of HR  to create development plans, coaching actions, stretch assignments, and retention strategies for future District Manager candidates.
* Review succession planning data with field leadership on a regular cadence to ensure leadership pipeline visibility, workforce continuity, and proactive planning for future vacancies.
* Support talent calibration discussions by providing employee relations, recruiting, retention, and workforce trend insights that may impact District Manager readiness or succession risk.## Performance Reviews and Operations Talent Management
* Coordinate and support the performance review process for all operations roles, including restaurant management, District Managers, Directors of Area Operations, and other field operations leadership positions.
* Partner with operations leadership and HR leadership to ensure performance reviews are completed consistently, accurately, and on schedule.
* Provide guidance to managers on performance documentation, goal setting, rating consistency, development planning, and follow-up expectations.
* Track completion status, identify overdue reviews, and escalate gaps or concerns to appropriate operations and HR leaders.
* Use performance review outcomes to support employee development, succession planning, retention strategies, corrective action planning, and talent calibration discussions.
* Help ensure performance review practices align with company expectations, leadership standards, and applicable employment policies.## Compliance, Training, and Manager Coaching
* Ensure HR practices are aligned with company policies and applicable federal, state, and local employment laws.
* Coach managers on effective communication, documentation, employee engagement, policy compliance, and consistent…