Human Resources - People Engagement Assistant

Role Summary

Work with the all leadership teams throughout business in pursuit of excellence and Service alignment. This role is an ambassador, leader and critical component in ensuring that all ECC Enterprises McDonald’s are successful in the following areas:

• Hiring, Training, and Quality Teams, Systems and Results
• Customer Feedback Metrics and Recovery
• Yearly & Quarterly Planning
• Back of House Staffing and Operations
• Leadership and People Development throughout restaurant
• Vision and Service Model compliance throughout all areas of oversight.

General Responsibilities:

• Develop a restaurant culture of growth minded team members and leaders. A culture of product knowledge, stewardship, excitement and generosity. Incorporate this into training, ongoing development, communications and everyday culture.
• Maintain vision alignment with the Operator and the leadership team
• Participate in monthly Operation Team meetings
• Ensure stewardship systems are taking place throughout the restaurant
• Create a center of excellence for area of responsibility by creating, leading, and implementing systems that will be the standard for innovation and high performing teams throughout each restaurant.
• Develop leaders in such a way that they are operating as a motivated, high performance team that embodies the vision of the business. This should be highly intentional and happening each and every day through goal-setting and regular performance feedback.
• Conduct weekly hiring and orientations within all restaurants
• Perform discipline for actions that do not meet standards and execute discipline documentation for all team members who fail to meet expectations.
• Working with other directors during hiring process, completing resume screening, interviews and reference checks as necessary.
• Ensure all staff members are performing discipline for actions that are consistent with ECC Enterprises Handbook

Training and Quality:

• Oversee training budget and plan.
• Execute training plan and measure results.
• Track training plan across entire staff.
• Create “Orientation Checklists” for each position.
• Ensure all internal training communications are up-to-date and in line with corporate standards.
• Distribute appropriate training materials to appropriate staff.
• Maintain restaurant training files, materials, store documents & documentation.
• Ensure training standards are upheld throughout all restaurants
• Ensure that all restaurants have Crew Trainers that are certified on operational accuracy and that they have the ability to train others effectively.
• Create, manage and customize training plans based on the experience of each individual training member.
• Ensure seamless transition for new hires from onboarding to initial training to daily independent work.
• Create and implement system of feedback and response based on surveys and follow up
• Ensure and coach Team Members and Leaders to consistently follow all McDonald’s Standards
• Understand the federal and local employment standards
• Protect the customer experience by ensuring packaging, food presentation and quality is top level.
• Lead regular, ongoing coaching sessions with General Managers while empowering them to have regular meetings with their Team Leaders – sharing steps for improvement.
• Create, lead and implement systems that will be the standard for all innovation and high performance teams throughout the restaurant.
• Understand elements of labor cost while making daily decisions that positively impact these areas of the business by eliminating the Labor Cost Gap.

People – Leadership and People Development:

• Create a dynamic leadership development program for the following levels. Team Leader, Shift Manager & General Managers.
• Serve as an advocate for overall feel of team and more complex social-emotional needs of team.
• Create a “Leadership Readiness Filter” for upcoming leaders and document. Base this on non-negotiable characteristics and performance. For example, integrity, no write-ups, humility, etc. This will be used before we move anyone into leadership so that coaching begins on a weakness before moved into leadership.
• Develop a distinct difference between the “training” of leaders and the “development” of leaders. Some training does apply – money, closing procedures, etc. But when does training stop and development begin?
• After initial program is complete, what does “Ongoing Development” look like? Create level-based Ongoing Development based on outside reading, one-on-one coaching sessions, etc.
• Conduct onboarding and performance feedback systems.
• Lean into Employee Performance Feedback and Review schedules to support other directors in feedback and development tactics.
• Serve as lead director on Hiring in terms of pacing, systems, and interviewing. Support other Operations Directors in hiring decision making.

Yearly & Quarterly Planning:

• Work with Operations Manager to complete Annual Business Plan.
• Create quarterly plans based on business fluctuations, goals and needs.

Skills:

• Strategic thinker, Goal-oriented, Tech-savvy
• Completed all necessary training material.
• Great communicator both in handling difficult situations and a diverse team.
• Mature, dependable and results-oriented
• Ability to work in a team environment
• Very detailed oriented & keenly observant
• Professional marketing or communications experience
• Outstanding communication skills
• Maintains business and professional community contacts
• Self-starter, creative and flexible
• Ability to work well with the public/network
• Outgoing/friendly
• Good business sense, achiever
• Affinity for sales/marketing
• Good written/verbal communicator
• Good negotiation skills
• Strong project/time management skills
• Strong follow-through on assignments
• Proven history of consistently performing at a high level
• Integrity and problem solver
• Passionate about building relationships with clients
• Able to lift 40 - 60 pounds on a consist basis
• Ability to prioritize
• Organizational skills
• Close attention to detail
• Ability to multi-task
• Detail orientated
• Able to work well independently and in a team environment
• Servant spirit with strong sense of stewardship
• Self-starter who completes tasks without excessive supervision

Specific Experience:

• Required: High School Diploma or equivalent
• Required: Strong analytical and problem solving