HR Manager: Employee Relations & Organizational Development

The Alicart Restaurant Group; New York (NY); Hybrid; USD 90,000 - 150,000; Full time

Job summary

The Alicart Restaurant Group seeks an HR Manager – Employee Relations & Organizational Development in New York, NY. You will partner with leadership and department heads on employee relations, performance management, organizational development, and strategic HR initiatives across the organization.

This role serves as a trusted HR business partner to managers and location leadership, advising on employee relations, investigations, policy interpretation, and workforce development while leading HR

Qualifications

• Experience investigating employee relations issues and recommending resolutions.
• Ability to guide managers through performance improvement plans and terminations.
• Strong partnering with leadership on workforce planning and development.

Responsibilities

• Serve as primary HR resource for department heads and location leadership on employee relations, performance, attendance, conduct and policy interpretation.
• Conduct employee relations investigations with documentation and recommendations to HR leadership.
• Lead or support major HR initiatives: restructuring, workforce planning, engagement and retention programs.
• Partner with Operations, Risk Management and legal on guest incidents, claims, and employee records.
• Analyze feedback and exit interviews to identify trends and action plans; promote consistent HR practices.

Skills

Employee relations

Performance management

Organizational development

HR partnerships

Policy interpretation

Education

Bachelor's degree in HR or related field

Job description

Human Resources Manager – Employee Relations & Organizational Development

#26-270

New York, New York, United States

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Job Description

Human Resources Manager

Employee Relations & Organizational Development

The HR Manager partners with leadership and department heads on employee relations, performance management, organizational development, and strategic HR initiatives across the organization. This role serves as a trusted HR business partner to managers and location leadership — advising on employee relations, investigations, policy interpretation, and workforce development — while leading key HR projects, manager training, and succession planning initiatives.

Employee Relations & Performance Management

• Serve as the primary HR resource for department heads, General Managers, and location leadership on employee relations, performance, attendance, conduct, and policy interpretation.
• Conduct employee relations investigations (interviews, documentation review) and recommend resolutions to HR leadership.
• Guide managers through performance improvement plans, realignment, and terminations, ensuring proper documentation and process.
• Track employee relations matters, identify recurring trends, and recommend proactive solutions.
• Maintain confidentiality and sound judgment in handling sensitive matters.

HR Business Partnership

• Build strong relationships with department heads and location leadership through regular HR check-ins on staffing, performance, and engagement.
• Act as a strategic partner — not just an administrative resource — helping leaders navigate workforce challenges, organizational change, and restructuring.
• Support leaders in building an accountable, inclusive workplace culture.

HR Projects & Strategic Initiatives

• Lead or support major initiatives: organizational restructuring, workforce planning, engagement programs, retention strategies, and recognition programs.
• Partner with Operations, Risk Management, and legal counsel on guest incidents, claims, and litigation involving employees; maintain related records (personnel files, incident reports, witness statements, corrective actions, training records).
• Analyze employee feedback, surveys, and exit interviews to identify trends and develop action plans with managers.
• Promote consistent HR practices and identify ways to strengthen leadership-employee communication.

Workforce Planning & Talent Management

• Partner with department heads on current and future staffing needs, workforce planning, and organizational design.
• Analyze turnover, vacancy, and retention trends; flag succession risks for critical positions.
• Support talent reviews, succession planning, and development of high-potential employees.
• Work with Recruiting to address recurring hiring or retention challenges.

HR Policies & Process Improvement

• Partner with the Director of HR to develop, update, and implement HR policies and procedures.
• Evaluate policies for effectiveness and operational practicality; develop SOPs, manager guides, and HR resource templates.
• Support HR audits and compliance reviews.
• Design and deliver manager training on employee relations, coaching/feedback, workplace conduct, and leadership skills.
• Identify training needs based on ER trends and business priorities.

HR Analytics & Reporting

• Monitor and analyze turnover, retention, promotions, performance, and employee relations metrics.
• Prepare reports and presentations for leadership; use data to inform recommendations and track program effectiveness.
• Provide regular updates to the Director of HR on trends, risks, and opportunities.

Location(s)

1430 BroadwayManhattan, New York , New York 10018 , United States

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