Director of Human Resources, Talent, and Administration

Chick-fil-A | Prince Frederick, FSU; Prince Frederick (MD); On-site; USD 95,000 - 130,000; Full time

Job summary

Chick-fil-A Prince Frederick is seeking a Director of Human Resources, Talent, and Administration to lead HR operations, onboarding, and team member administration across the restaurant. You will ensure compliant hiring, onboarding execution, performance reviews, and pay governance while partnering with the Franchise Owner/Operator to build leadership capability and accountability.

The role includes payroll processing, benefits management, and administration of HR policies, health plans, and

Qualifications

• Strong knowledge of HR operations in a fast-paced environment (recruiting, onboarding, evaluations, pay reviews).
• Strong interpersonal and communication skills; ability to coach leaders on performance management and documentation.
• Knowledge of labor law compliance and risk management (health/driver policies, workers’ comp, unemployment).
• Strong organization and attention to detail for records, onboarding workflows, and payroll preprocessing.
• Ability to maintain confidentiality and exercise sound judgment.
• Technology proficiency.

Responsibilities

• Lead recruitment, onboarding, and interview processes.
• Coordinate in-office/restaurant orientation with Training Coordinator.
• Oversee payroll processing and Team Member records.
• Administer health policy, driver policies, unemployment and workers’ compensation claims.
• Manage 401K and other benefits; HR policy manuals.
• Maintain emails, files, and guest interaction; support office administration.

Skills

HR operations

Recruiting

Onboarding

Evaluations

Pay reviews

Interpersonal skills

Communication

Labor law

Risk management

Confidentiality

Technology proficiency

Job description

Director of Human Resources, Talent, andAdministration

Overview

Leads human resources processes and Team Member administration to ensure the restaurant

attracts, onboards, supports, and retains Team Members in a compliant and mission-aligned manner. Ensures strong hiring and onboarding execution, consistent evaluation and pay review processes, effective recognition/retention practices, and sound HR administration while partnering with operational leaders and Training Coordinator to build leader capability in coaching and performance accountability. This position will also maintain the administration of the office, including emails, phone, as well as guest interaction. This position will report directly to the Franchise Owner/Operator.

Duties and Responsibilities

• Team Member Recruitment and Selection

• Recruitment and selection

• Team Member interview process

• New Team Member onboarding

• Coordinate in-office/restaurant orientation with Training Coordinator

Coaching and Counseling

• Coach and counseling sessions as necessary

• Coordinate with professional job coaches as necessary

Team Member Administration

• Payroll processing

• Periodic review of Team Member information

• Oversight of Team Member policy manual

• Employee health policy compliance

• Driver safety policy compliance

• Health insurance administration

• Unemployment claims management

• 401K management

• FAMLI management

• Workers’ compensation claims

• Employment verifications

• Annual pay rate reviews

• Exit interviews

OfficeAdministration

• Answer store phone during business hours

• Maintain office and restaurant files

• Serve as guest recovery

• Maintain and reconcile restaurant invoices
  

Key Outcomes / Measures of Success

• Staffing Readiness: Recruiting and selection processes produce consistent high quality

candidate flow and timely hiring outcomes aligned to staffing needs

• Onboarding Execution: New Team Member onboarding is accurate, complete, and

timely; systems access and setup are completed without delays

• Performance Management Oversight: Operational leaders increasingly own day-to-day

coaching and counseling; HR provides guidance, ensures compliance, and supports

escalations as needed

• Retention & Recognition Impact: Recognition programs and scholarship promotion are

executed effectively; exit interview insights are gathered and translated into improvement

actions

• Compliance & Risk Management: HR administration is compliant and up to date;

unemployment/workers’ compensation claims are handled accurately and on time; polic

• Compliance & Risk Management: HR administration is compliant and up to date;

unemployment/workers’ compensation claims are handled accurately and on time; policy

manuals and required compliance policies remain currentAdministrative Accuracy: Payroll processing and Team Member records are accurate

• Ensure all emails are up to date and responded within a timely manner

Decision Authority

• Independent authority: Manages HR administrative processes and compliance routines; executes recruiting and onboarding workflows; coordinates pay rate review; manages HR benefits/claims administration

• Recommends to Owner/Operator/ Director of Operations: Staffing strategies, policy

updates, pay adjustments within guidelines, performance management actions requiring

escalation, retention initiatives

• Requires approval: Final hiring decisions for leadership roles; pay rate decisions beyond

defined ranges; major policy changes; benefits plan changes; termination decisions

Qualifications / Skills

• Strong knowledge of HR operations in a fast-paced environment (recruiting, onboarding,

evaluations, pay reviews)

• Strong interpersonal and communication skills; ability to coach leaders on performance

management and documentation

• Knowledge of labor law compliance and risk management (health/driver policies,

workers’ comp, unemployment)

• Strong organization and attention to detail for records, onboarding workflows, and

payroll preprocessing

• Ability to maintain confidentiality and exercise sound judgment

Technology proficiency

Relationships

• Internal: Owner/Operator; Director of Operations; FOH/BOH/Drive-Thru Operations Leaders; Director of Training; Administrative Assistant; Team Members and candidates

• External: Job coaches; insurance/benefits administrators; labor/claims contacts (workers’

comp/unemployment); employment verification entities

Requirements

• Scheduling/availability: Must be available to support hiring/onboarding needs and

periodic peak administrative periods, which may include evenings and Saturdays

• Time in restaurant / presence expectations: Periodic on-site presence is required to

support interviews, onboarding steps, and Team Member relations

• Physical/environmental requirements: Ability to stand/walk as needed in restaurant

environment; primarily administrative role with periodic operational presence