Director of HR- Tasks & Responibilities

• Primary

1. Meet with each senior staff member monthly and review their progress and plan. Use the Senior Management Continuous Improvement Plan: 

Senior Management Continuous Improvement Plan

• Schedule the meeting at least one week in advance and put the meeting on your schedule and theirs. 
• Fill out their Senior Staff Evaluation Form a week in advance, and review it just before your meeting. 
• It may be easiest to imagine that each of the senior staff members are your guest, your table, and you are the server. Have you waited on each of your tables this month? Your goal is to recognize that each senior staff member is wearing an invisible sign around their necks that says, “I want to feel important.” Are you making them feel important? When you begin the meeting, you initially want to treat the employee as if they were a business profile. Ask all of the relevant questions: 

1. What is your background: 
2. Where did you grow up? 
3. Where did you go to school? 
4. What is your dream job in the future? 
5. Where do you see yourself in five years personally and professionally? 
6. What is the name of your spouse and children? 
7. How do you view leadership? 
8. How do you think your view differs from our view of leadership? 
9. If you could come up with three or four ways to improve this restaurant what would they be? (This can be staff change, management change, process change, or equipment change.. anything.)

• At this point, explain our view on team-building: Our team improves by improving each of the individual players, and by coordinating the system so that the players more cohesively work together. 
• Review their Senior Staff Evaluation Form with them. One of the points of this meeting is to evaluate this senior employee on multiple levels: first, at the staff level (cook or waitress); then at the shift-lead level; then at the Assistant Level; then, the GM. Each level offers areas of improvement, and we’d like them to make an effort to improve in each area. Our goal is that if an employee stays with us long enough, the knowledge and skills that they will learn will be more effective than a business degree in restaurant management.
• Ask them to write down goals to help make immediate improvements in the areas you’ve highlighted, and also to write down goals that will help them achieve success in their personal and business 5-year plans. 
• Record these goals, and schedule their next monthly review in the Management Evaluation Spreadsheet. 

 2. Meet with Assistants weekly to review their evaluation schedules and on-boarding & training of new team members. (Sit in on the round-table meetings).

Secondary

• Review next week’s schedule every Wednesday morning at 10am and ensure that every shift is as strong and lean as possible and makes 18% labor.
• Publish improved schedules each week by Wednesday at 5pm.
• Sit it on round-table meetings to make sure the Assistants are doing their duties. Guide them if they are not.
• Review Assistants weekly Evaluations and make sure that they are being done thoroughly and correctly (i.e that the employee is being guided towards real improvement).
• Review Assistant's training program and make sure that all new employees are being properly on-boarded in terms of training.
• Market 4-5 mornings per week, passing out 250-500 free lunch cards. Get at least 2 Business Profiles per week and submit them for publishing.
• Review and respond to all texts, call, and emails every day at 9am and 3pm.
• Make and publish your schedule by Monday morning at 9am.

• You are accountable to the CEO