Human Resources Business Partner

Vibe Restaurants; Dallas (TX); On-site; USD 85,000 - 110,000; Full time

Job summary

Vibe Restaurants is seeking an HR Business Partner to foster a positive work environment and partner with field operations leaders. You will investigate complex employee relations issues, assess risk, and ensure policy and legal compliance.

You will apply HR knowledge across performance management, workers’ compensation, ADA inquiries, leaves of absence, and regulatory requests, while supporting engagement and retention initiatives.

Qualifications

• Bachelor’s degree in business, human resources or a related field.
• Experience conducting complex investigations to resolution.
• 2+ years as HR Manager or HR Business Partner in restaurant, service, retail or hospitality, preferably multi-unit.

Responsibilities

• Own Employee Relations: investigate concerns and guide investigations to resolution.
• Serve as primary HR contact for Directors of Operations and Area Operations Coaches; support field visits.
• Apply HR policies, practices and employment laws affecting the restaurant industry; ensure compliance.
• Review HR documents for proper terminology and objective language; monitor regulatory requirements.

Skills

Interpersonal Skills

Problem-Solving

Organizational Skills

Communication Skills

Analytical Skills

Negotiation

Conflict Resolution

Labor Law Knowledge

Recruitment

Talent Acquisition

Benefits Knowledge

Compensation Knowledge

Performance Management

Diversity & Inclusion

MS Office

HR Software

Education

Bachelor’s degree in business, HR or related field

Tools

HR Software

Microsoft Office Suite

Job description

The Human Resources Business Partner plays a primary role in fostering a positive and productive work environment throughout the organization. They support field operations leaders as a human resources partner and employee relations expert by guiding and influencing processes and outcomes around a variety of situations and conflicts including but not limited to, engagement and retention activities, safety and workers’ compensation, employee issues and concerns, leaves of absence, the interactive process or needs around the Americans with Disabilities Act (ADA), and requests from regulatory agencies. The HR Partner will investigate complex employee relations issues, assess risk, recommend solutions, and ensure compliance with company policy and legal requirements.

ESSENTIAL JOB FUNCTIONS:

Own Employee Relations

• Forge strong working partnerships with field operators and support staff to understand business needs.
• Conduct, lead, or guide investigations to resolve employee relations issues, conflicts, and concerns.
• Investigate complex employee relations concerns and take appropriate steps and partners to mitigate risk.
• Produce clear and precise documents including investigation notes, performance documents and legal or compliance responses, in a way that reflects legal and company standards.
• Promote and monitor employee engagement and proactively address threats to a positive or inclusive culture.

Apply and Share HR Knowledge and Expertise

• Serve as the primary HR contact and partner for Directors of Operations (directors) and Area Operations Coaches (coaches)
• Implement an annual cadence for field visits with directors.
• Apply deep knowledge of HR policies, practices, and employment laws, especially those relevant to the restaurant industry.
• Provide guidance and oversight on all matters affecting employees including but not limited to, Performance Management, Workers’ Compensation, Americans with Disabilities Act inquiries, and Leaves of Absence.
• Review all HR relevant documents for appropriate terminology and objective language aligned with company standards.
• Monitor and ensure compliance with applicable regulatory or legal requirements (e.g., Department of labor (DOL)

Employment Security Commission (ESC) Wage Garnishments, etc.) and achieve any deadlines.

ACCOUNTABILITIES:

• Keeps leaders promptly and fully informed of all issues (i.e., problems, unusual matters of significance and positive events) and takes prompt corrective action where necessary or suggests alternative courses of action.
• Creates a positive working environment with positive actions.
• Able to perform all position responsibilities and performance objectives in a timely and effective manner in accordance with established company policies and procedures.
• Maintains a favorable working relationship with all company employees to foster and promote a cooperative working atmosphere, which will be conducive to maximum employee morale, productivity, and efficiency.

RESPONSIBILITIES:

Carries out responsibilities in accordance with the organization’s policies and applicable laws. Contributes to and supports company-wide and corporate employee relations initiatives, including organizing and implementing employee milestones and recognition activities.

QUALIFICATIONS/REQUIREMENTS:

• Education & Experience:
• Bachelor’s degree in business, Human Resources or related field.
• Experience conducting complex investigations to resolution.
• Two or more years as an HR Manager or HR Business Partner in the restaurant, service, retail, or hospitality industry preferably with multiple unit responsibility.

JOB SPECIFICATIONS:

• Interpersonal Skills: Strong ability to communicate and build relationships with employees at all levels.
• Problem-Solving Skills: Capability to handle sensitive employee relations issues and develop solutions.
• Organizational Skills: Excellent ability to prioritize tasks and manage time effectively.
• Communication Skills: Strong written and verbal communication skills.
• Analytical Skills: Ability to analyze data and metrics to make informed decisions and track HR trends.
• Negotiation and Conflict Resolution: Proficient in resolving workplace conflicts and negotiating agreements.
• Strong knowledge of labor laws and regulations (local, state, and federal).
• Familiarity with recruitment and talent acquisition processes.
• Knowledge of employee benefits, compensation strategies, and performance management systems.
• Understanding of diversity and inclusion practices.
• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint) and HR-related software.

PHYSICAL DEMANDS:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Sitting for Extended Periods: Ability to remain seated at a workstation for prolonged periods, usually 6-8 hours per day.
• Manual Dexterity: Frequent use of hands and fingers to operate a computer keyboard, mouse, and other office equipment.
• Repetitive Motions: Performing repetitive tasks with the hands and wrists (e.g., typing, data entry).
• Visual Requirements: Close vision required for computer work, reading documents, and performing detailed tasks. Occasional distance vision may be needed for meetings or presentations.
• Communication: Ability to effectively communicate verbally and in writing. This may involve phone calls, video calls, and in-person meetings.
• Lifting Requirements: Occasionally lifting or moving items, such as files, documents, or office equipment, up to 10-20 pounds.
• Mobility within the Office: Moving between different areas of the office, such as walking to meeting rooms, using the printer, or going to other departments.
• Posture and Movement: Ability to adjust posture as needed for comfort, including stretching, standing, or walking periodically.
• Focus and Attention to Detail: Sustained attention and focus on tasks, often involving detailed work such as proofreading or data analysis.

WORK ENVIRONMENT:

• Primarily work in an office setting. Visits to field (restaurants) as needed.
• Monday-Friday 8-5 or 9-6 is the typical work schedule.
• Night and weekend availability for pressing matters.
• Travel, including overnight travel, is about 10% but could be increased in special circumstances.