RESTAURANT HR DIRECTOR

JOB DESCRIPTION
Responsible To : CEO of the Restaurant

Responsible For : Directing the Administration, Responsible For Facility

Security, And Leads the Human Resources Practice And
Objectives That Will Provide the Recruitment Process And
Develop An Ongoing Superior Workforce.

Location of Role: [Specify Your Restaurant Name], Located At

[Specify the Street Address], [Specify The
City/State Address, Zip Code]

Job Purpose

To mould The Performance And The Development Practice For All Employees In The Restaurant,
Design And Support The Restaurant’s Talent Frameworks Which Include Management Of
Performance And Human Resource Planning Whilst Guiding And Managing Human Resources
Services For The Restaurant.

The Director Is In Charge In Guiding And Managing The Human Resources Department; It’s
Provisions, Services, Policies And Programs Necessary And Important For The Entire Operations Of
The Restaurant.

Primary Objectives

In Accepting The Position, The Aim Of The Restaurant Hr. Director Is:

To Develop A Higher-Level Manpower Or Labour.

To Develop A Strong Department Of The Human Resource.

To Inculcate A Personal Development Among All The Employees.

To Ensure The Safety Of The Staff.

To Develop An Employee-Oriented Company Culture That Emphasizes Quality, Continuous

Improvement And High Performance.

[4412 Roosevelt Street, San Francisco, CA 94114]

[+1 415 359 1127 | hello@gourmet.com]
[gourmet.com]
Job Duties

The General Functions

1. Human Resources Department Development

o Oversees The Hr. Programs And See To It That The Same Is Well Implemented Among The Hr.
Staffs, Monitor The Standards And Procedures As Well As The Identification Of Improvements For
The Administration Of The Department.

o Manages The Reports And Encourages Any Development From The Human Resources Staffs.

o Monitor And Keep Track Of The Budget Of The Human Resources Department And Make Sure
That It Includes All The Necessary Expenses Of The Department And The Restaurant As A Whole.

o Supervises The Key Personnel Necessary In The Human Resources Department Such As Attorneys,
Training Specialists, Insurance And Pension Carriers And Administrators, And Other Sources.

o Update The Human Resources Programs, Policies And Practices, And Develop The Department
Goals, Objectives, And Systems By Conducting Studies For Its Improvement And Inform The Staffs
In Case New Developments Are Deemed Established.

o Making Sure to Support in Accomplishing the Company’s Strategic Goals by Establishing

Departmental Measures.

o Participate In All Meetings Such As The Company Staff Meetings, Management And The Executive
Meetings.

o Align The Workforce With The Strategic Goals Of The Company By Administering And Developing
All The Programs, Guidelines, And Procedures Of The Human Resources Department.

o Plan Any Event That Can Be Extended To The Society Whether Charitable Event Or The Like,
Together With The Ceo And Cfo.

o Track The Accomplishments Of The Management Of The Restaurant By Providing Periodic

Reports.

2. Information System of the Human Resources Department

o Create Or Provide Information To Create A Software For The Use Of The Management.

o Manage The Development Of The Information System Of The Management By Hiring Staffs That
Would Maintain The Internet And Company Information Section Of The Human Resources
Department.

3. Development and Training

o Monitor The Spending Of The Training Budget And Assist In Its Development.
o Manage The Training Programs And Designate Staffs And/or Managers That Will Be Responsible
In Leading Each Program As Well As Provide Tools And Materials To The Assigned Staffs And/or
Managers To Be Used In The Training Program.

o Establish An In-House Employee Training System For The Training Needs Which Includes The
Assessment In The Training, Orientation To Newly Hired Employees, Development Of The
Management, Cross Training, And The Training Impact Measurement.

o Lead In Implementing A Performance Management That Include The Development Programs For
The Employees.

o Select and Contract External Training Programs With the Help of the Managers.

4. Employment

o Lead Any Meetings For The Selection Of Employees.

o Establish A Standard And Procedures To Follow In Hiring And Recruiting Practices.

o Responsible In Interviewing The Candidate Employees Whether Executive, Managerial Or

Ordinary Level.

5. Relations of Employees

o Conduct Thorough Investigations When Complaints Or Concerns Are Brought Against An

Employee.

o Formulate Policies Concerning Employee Relations.

o Implement The Programs For Safety And Health Among The Employees.

o Establish A Positive Employee-Employer Working Relations Practices And Promote Employee

Morale And Motivations Of High Level.

o Reviews The Employee Termination Recommendations From Managers.

The Essential Functions

1. Compensation

o Monitor The Practices And Systems With Regard To Payment And See To It That The Same Is
Running Effectively.

o Create A Policy For The Company Wage And Salary Structure Including Raises And Bonuses To Be
Decided Together With The Management.

o Conduct Research To Establish Strong Pay Practices Thus Retaining Staffs.

o Lead A Salary Survey Annually.

2. Benefits

o Offer New Benefits for Employee Satisfaction and Retention.

o Obtain Effective Benefits, Including National Benefits For Options And Cost Savings Ones With The
Assistance Of The Cfo.

o Develop Orientation And Training In Connection With The Benefit Programs.

3. Law

o Make Sure That The Company Complies With All Existing Governmental And Labour Laws
Faithfully And Has Provided Reports To The Governing Agencies For Compliance Therewith.

o Adherence To The Governmental Laws, Company Policies And Regulations, Always Protect The
Company And The Employees At All Times.

o Prepare And Submit Information Required By Law To Be Submitted At Reasonable Times. Be the
Primary Contact with the Government Agencies and the Company Law Attorney.

4. Development of the Organization

o Inform The Ceo And The Executive Team In Problems That Could Jeopardize The Plans Of The
Restaurant Toward Its Development And Success.

o During Meetings And Programs, Manage The Employee Communication And Ask For Feedbacks
Or Problems That The Employees Are Currently Facing With.

o Start An Organization Program That Will Help In Developing The Strategic Plan Of The
Organization.

o Create An Organization Development Process That Will Address Problems Regarding Workforce
Development, Succession Planning, Organization Design, And Change Of Management.

o Manage Committees That Will Advance The Wellness, Environmental Health And Safety, And
Communications And Culture Committees.

Skills and Qualifications

o He Must Foster Teamwork.

o Has Management Proficiency Ability.

o Has Managing Profitability Ability.

o Is Above Average In Oral And Written Communication Skills.

o Has Broad Knowledge And Experience In Labour And Employment Law, Compensation,
Organizational Planning And Development, Employee Relations, Safety, And Training
Development.
o Shows Incomparable Ability To Lead All Types Of Staff Members And Develop Their Skills.

o Has Excellent Interpersonal And Coaching Skills.

o Has Excellent Organizational Skills.

o Is Experienced In The Matter Of Administering The Compensation, Benefits, And Other Programs
Of The Human Resources Department.

o Shows Evidence of the Practice with a High Level of Confidentiality.

o Has Demonstrated Ability To Interact Effectively With The Company Board Of Directors.

o Has General Knowledge Of Various Employment Laws And Practices.

o Has Demonstrated Ability To Serve As A Successful Participant On The Executive Management

Team That Provides Company Leadership And Direction.

o Excellent Computer Skills in a Microsoft Windows Environment. Must Include Excel And Skills In
Database Management And Record Keeping.

Education and Experience

o Possess Ongoing Affiliations With Leaders In Successful Companies And Organizations That
Practice Effective Human Resources Management.

o Minimum of a Bachelor’s Degree or Equivalent in Human Resources, Business, Organization

Development.

o Active Affiliation with Appropriate Human Resources Networks and Organizations and Ongoing
Community Involvement.

[Add More As Needed]

Role Specific Requirements

o Prepared To Undertake An Enhanced Company Disclosure And Confidentiality Agreements.

o Is Flexible To Work At Multiple Locations.

o Has A Current And Valid Driving License And Use Of A Car Which Is Insured For Business Use And
Purposes.

Additional Requirements

Work Environment Demands

While Doing the Human Resources Director’s Responsibilities, The Same Will Encounter Some
Environmental Characteristics Which Will Represent the Work Environment of the Human Resources
Director.

Physical Demands

The Physical Demands As Requirements For This Position Are Necessary For Such Employee To
Successfully Perform His Functions As The Human Resources Director.

Since The Director Is Required To Stand, Walk, Climb And/or Balance, Or Any Other Physical
Movements That May Be Incidental To His Job, The Director Must Have A Fit Physical Condition. The
Good Vision Abilities Including The Close Vision Is Required In This Job Position.
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