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Manager, Talent Management, US Restaurants - Miami, United States - Restaurant Brands International
Description
**Manager, Talent Management, US Restaurants**
Category People US: Miami JOB DESCRIPTION **About Restaurant Brands International:**
Restaurant Brands International Inc. is one of the world's largest quick service restaurant companies with more than $35 billion in annual system-wide sales and over 28,000 restaurants in more than 100 countries. RBI owns four of the world's most prominent and iconic quick service restaurant brands TIM HORTONS, BURGER KING, POPEYES and FIREHOUSE SUBS. These independently operated brands have been serving their respective guests, franchisees and communities for decades. Through its Restaurant Brands for Good framework, RBI is improving sustainable outcomes related to its food, the planet, and people and communities.
**Overview**
This role will design, create, and execute enterprise-wide talent management practices across all Company and Franchise US Restaurants. Through strategic collaboration with Company Restaurant Leadership, Franchisees, HR COEs, and the Human Resources Business Partners this role will identify, create, and facilitate appropriate processes, tools and resources to improve organizational design, succession planning, workforce planning, culture and engagement surveys, team-building, competency development, change management, talent development strategies, and performance management initiatives resulting in high employee engagement and performance.
**Responsibilities**
Build, design, & rollout talent management processes for Company Restaurants to support performance management, career development, calibration/talent reviews, talent assessment, succession planning, workforce planning, etc.
Develop turnkey systems that advance the talent management efforts of Company Restaurants but that can also be leveraged by Franchisees
Create a competency framework for all Company Restaurant roles and integrate into all processes and programs that impact the employee life cycle
Develop an annual talent calendar specific to Company Restaurants that incorporates regular routines across all talent routines and Total Rewards initiatives
Work to develop talent calculators and workforce planning tools specific to restaurants that improves restaurant management readiness
Partner with Operations Leadership to develop and implement a Restaurant Talent Philosophy that guides talent decisions and investments
Create tools that can be leveraged by Restaurant HRBPs to identify and align Business Priorities and HR goals/objectives that will drive business results
Partner with the People Analytics team to create team member interest surveys, pulse surveys and engagement surveys and develop appropriate reporting and dashboards to support restaurant operations
Partner with Talent Acquisition to design and deliver undergraduate operations leadership development program and align metrics to measure success
Identify challenges impacting restaurants and help prioritize initiatives where the greatest ROI exists
Partner with Franchise Operations teams to understand the needs of Franchisees and work across the organization to continue to increase the competence of the Operations Field Team
Serve as a resource for team members and leaders, providing just in time education and perspective on our programs and processes while monitoring competitive and industry landscape to leverage best practices
**Qualifications**
Bachelors degree in HR, Business or related field
4+ years experience in building and designing talent management programs, within Restaurant, Retail or related field
Experience as an HR business partner supporting field operations, restaurants or retail is preferred
Proficiency in Microsoft Office tools (Word, Excel, PowerPoint, Outlook, Teams, Power BI)
Experience defining program requirements and using data and metrics to drive improvements
Critical thinking and problem-solving skills
Strong business acumen, focused on process and system improvement that tie to business objectives
Ability to engage, influence, and gain alignment directly with senior-level executives and employees at all levels of the organization
Demonstrated success in leading organizational development and change management initiatives
Detail oriented and able to manage multiple large projects simultaneously from start to finish
