Talent Director - starting at $57K-$63K depending on experience and education

Chick-fil-A is a renowned brand in the Food & Beverage industry, known for its delicious food and exceptional service. As a member of the leadership team you will have the opportunity to develop your leadership skills while working alongside a talented and enthusiastic team. With flexible scheduling options, including 8-hour and 10-hour shifts, weekend availability, and holiday shifts, we offer a work-life balance that fits your needs.

Perks and Benefits:

$20-$22 per hour
Flexible schedule to accommodate your personal life
Paid time off to recharge and relax
Health insurance and dental insurance for your well-being
401k matching to secure your financial future
Referral program to earn extra rewards
Free delicious Chick-fil-A meals during shift
Paid training to enhance your skills
Human Resources Director

The Talent and Training Director will passionately lead our organization’s critical success factor in the People and Development area at Chick-fil-A Brunswick. They will ensure that all employees have the knowledge, tools, and training to effectively execute their role in the HEART and SERVE Models. They will ensure that we seek out opportunities to acquire new talent and provide a professional and remarkable experience for our team members and guests.

Qualifications and Requirements:

Bachelor's degree in any field (for Director level positions)
Availability for on-site work at our location in Brunswick, GA (70 Golden Isles Plaza)
2 years or more of leadership experience in a management role, in the restaurant or Human Resources industry a plus.
Able and willing to work 40-50 hours per week with a flexible schedule to cover all day parts (open, mid, close) including potentially two nights closing.
Demonstrate a high level of professionalism, reliability, honesty, communication, attention to detail, coaching mentality with a heart for serving others.
Ability to take initiative and possess skills for problem solving and conflict resolution with guests and team members.
Ability to work outside
Ability to lead and coach others with care
Ability to lift and carry up to 50lbs
Responsibilities

Innovation & Strategy: Create a long-term and innovative strategy around the training and
human resources department, its systems, materials, recruitment, and leaders. Research and stay current with the resources offered by Chick-fil-A or used at other stores. Ensure the stores are always fully staffed with high caliber talent and improving its systems for training, development, engagement and retention. 

Vision: Ensure the department is always moving forward and working towards the store vision; actively plan and prepare for the department’s future in monthly, quarterly, and annual increments
Goals: Ensure all the department’s goals are being met and problem solve to create solutions if they are not
Payroll: Complete payroll biweekly and ensure that all time punches are accurate
Overtime: Manage the store’s overtime policy (5- 10 hours/week) and have appropriate
conversations with employees when needed
Labor: hit productivity goals through effective training and Lannie management practices. 

CARES: Handle all CARES emails from the Operator; maintain the CARES log and ensure the CARES box is checked regularly and stocked
Office Organization: Ensure the office is organized and clean every day when arriving to work
and before leaving; scrub 1x/week

Point System: Manage and communicate the Point System with operational leaders weekly
Ordering: Order office supplies and other operational items listed on the “items to order” list
Benefits: Manage and administer benefit packages to qualified employees
Applications: Review all incoming applications, set up and conduct interviews on a weekly basis
Interviews: Schedule and coordinate second interviews with the Operator
References: Conduct reference checks for all management candidates
Job Offers: Extend job offers to all team members
Onboarding: Conduct the onboarding of new employees: orientation, paperwork, uniforms, etc.
New TM Communication: Call all new hires to communicate and organize their training
schedule

Training Plan: Create and execute training plans for new hires
Culture: Foster a positive attitude towards company goals during the recruitment and onboarding process
Former Employees: Conduct exit interviews and present necessary feedback to store leadership; ensure they are taken out of the system and their files are stored appropriately
Team Member Reviews: Coordinate with leadership team to ensure team member reviews are completed and documented quarterly
Recruiting: Coordinate monthly recruiting events at local high schools; attend and proactively
seek out career fairs and other recruiting opportunities

Community Relations: Intentionally maintain community relationships with schools, career
specialists, and other professionals

Staffing: Proactively seek out staffing needs from operational managers on a monthly basis to ensure the store is fully staffed at all times
Wages: Coordinate with Operator to manage team member wage raises based on performance reviews
Conflict Resolution: Protect the store culture by proactively handling and documenting
employee conflict issues

Systems: Ensure personnel policies, procedures, and the employee handbook are all maintained and up to date
Certified Trainers: Develop, lead, and manage the Certified Trainers; organize and communicate the schedule and training times for Certified Trainers with scheduler
Monthly Training: Create restaurant training topics and focus areas based on store results (CEM, ROE, RQA, food cost, etc.); choose one topic for team members and one for leaders
New Products: Communicate and execute new training regarding product updates, limited time only products, and new products
CFA Standards: Carefully ensure and coach team to ensure all CFA standards are met; ensure all training materials are up to date with CFA standards
Scheduling team members and leaders using Hotschedules software to ensure proper labor coverage and percentages are in line with goals.

Operational Time: Assist during peak periods to ensure guests are treated in a genuine,
hospitable, and timely manner; minimum of 15 hours/week (scheduled time).

Key Characteristics and Critical Success Factors

The above responsibilities completed correctly, consistently and in a timely manner
An ambassador who shows a high level of engagement with their contribution to the
organization’s vision and results

Behavior that embodies the Chick-fil-A culture and treats everyone with honor, dignity, and
respect

Assist in the development of store leaders, maintain a positive culture, and propel the team towards achieving store goals and results (food cost, CEM metrics, labor, ROE etc.)
Working at a Chick-fil-A® restaurant is more than a job – it’s an opportunity for teamwork and leadership development in a positive, people-focused environment. Most Chick-fil-A restaurants are locally owned and operated by independent, franchised Operators who invest in the future of their Team Members and give back to their communities.

Pay: Starting at $20-$22 / hour of educational and experience requirements are met or may be able to enter into the business at an entry level leadership role and grow into this position. 

Benefits:

Flexible schedule
Paid time off
Health insurance
Dental insurance
Vision insurance
Disability insurance
401(k) matching
Referral program
Employee discount
Paid training
Job Type: fulltime

Schedule:

8 hour shift
10 hour shift
Holidays
Day shift
Night shift
Overtime
Education: Bachelor's degree

Work location: On-site

College degree, flexible availability, 50 hours per week (paid overtime), minimum 15 hours in operations weekly (typically peak hours). $20-$22

Competitive pay and benefits package. Bonus potential.