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The Operations HR Manager will lead the talent lifecycle of all salaried team members, focused on acquiring and retaining top talent and building a diverse robust pipeline for the future. In addition, the Operations HR Manager supports the tools and processes for Hourly talent acquisition, onboarding, retention and engagement. The Ops HR Manager will be a strategic business partner to the SVP and Directors of Operations, Training, and Senior Director or Human Resources providing HR expertise to hire the best talent, ensure high retention through training, engagement, reward and recognition, and deliver a robust talent pipeline to aid in effective multiyear succession planning that drives business results


Talent Acquisition

-Analyze, develop, and implement creative talent acquisition strategies for recruiting restaurant managers, including a balance of internal and external candidates

-Manage company career sites and Internet job board postings, engage in current social media employer branding strategies, participate in college career fair activities, recruiting agency management, actively promotes and utilizes the manager referral program, and utilizes other effective recruiting strategies

-Leads and facilitates the management interview and selection process with applicants and Directors of Operations to ensure proactive staffing levels are met through on-time MIT talent acquisition

-Develop and implement diversity recruiting strategies to source diverse talent and achieve gender and ethnicity hiring goals

-Develop strong relationships with and deliver professional talent acquisition services to operations client as well as a positive applicant/candidate experience to promote Eddie V’s brand image & reputation

-Subject matter knowledge on all talent acquisition related topics e.g. compensation, benefits, relocation, training, etc.

-Display ability to influence others and interact with all levels of the organization

-Monitor electronic management rosters with Director of Operations and SVP of Operations for succession planning to identify current & future talent acquisition opportunities. Maintain and update rosters weekly

-Accurately executes all TAS system responsibilities, resume screening, applicant tracking, background & drug screen checks, candidate communications and new hire administration. Ensures process compliance to minimize company risk and liability

-Manages manager transfer process to ensure consistency, fairness, and appropriate approvals are in place

-Other duties as assigned by Senior Director of Human Resources

Talent Identification and Development

-Be a strategic partner to the VP, Human Resources, SVP and Director of Operations focused on talent planning and development

-Aid in identifying talent gaps and offering effective solutions that support business objectives (partnering with Training resources)

-Ensure thoughtful succession planning is in place for all levels of management to keep division pipeline strong

-Support the Talent Review process with the SVP and VP, Human Resources

-Support and monitor Managing Partner promotion process including assessment completion and feedback

Operations Training

-Maintains communication with new MITs through their MIT training process to ensure expectations are being met

-Partners with Training to ensure proper execution of and training of Certified Trainers and Professionals to ensure a talented pool of internal candidates

-Be the subject matter expert and liaison between the restaurants and the training department, ensuring proper execution of all training programs

-Deliver training sessions as needed at operations business meetings


-Analyze and understand the turnover trends and partner with Operations/Human Resources to identify root cause

-Partner with SVP and Directors of Operation to ensure effective plans in place to address retention issues

-Support engagement, reward and recognition programs, and HR activity, partnering with RSC HR team as appropriate

-Partner with ER/Workplace Vulnerability in support of key market activity (cultural audits, additional Ops/HR support as needed)


Bachelor’s degree in Human Resource Administration, Business Administration, or related field; supplemented by a minimum of five (5) years professional experience in HR, recruitment and selection; or an equivalent combination of education, training, and experience.


-3-5 years of high volume recruiting experience for regional or national hospitality or retail organization

-2 years’ expertise in social media candidate engagement and sourcing skills

-Previous management recruiting experience (3 years) or professional Human Resources experience

-Internal Candidates: Current Darden brand General Manager/Managing Partner level experience required

-Restaurant management experience a plus

-4 year college degree a plus


-Ability to build strong relationships with operations clients and guest relations focus with applicants

-Strong computer & technology skills (Windows, Excel, Word, ATS systems and video interviewing)

-Excellent written, oral and electronic communication skills

-Ability to handle multiple tasks, balance priorities, and meet competing tight deadlines

-Professional demeanor and image

-Superior organizational skills

-Strong analytical skills

-Has demonstrated credibility (garners respect, acts with integrity, keeps commitments), is proactive (has a point of view, challenges assumptions, takes initiative), and a trusted strategic thought partner (builds relationships, influences discussions, and delivers results)

-Independent work style, balancing the need for collaboration with minimal supervision

-Up to 50% travel required, sometimes with minimal notice