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Primary Responsibilities Responsible for leading company-wide Employee Relations efforts and contributing to Benihana's mission of treating guests, employees and partners with grace, dignity, respect and integrity. In this capacity, the Director will serve as a liaison between employees and management. Will also have responsibility for ensuring compliance with federal and state laws relating to employee relations and managing such activities according to established guidelines and sound administrative practices. Specific Job Duties ? Provides strategic direction to the employee relations function and ensures processes/practices meet organizational needs. Leads employee related events and programs intended to enhance employee morale. ? Proactively assesses and manages risk associated with employee actions. Develops, implements and monitors the consistent utilization of a termination checklist. ? Supervises, evaluates and manages workload of the HR Coordinator. ? Ensures that legally required federal and state required forms, notices and posters are maintained for each restaurant and the Corporate Office. Stays apprised of employment law changes and industry trends in legislation that could impact compliance issues. ? Manages employee relations calls from the field under the supervision of the Sr. Director of Human Resources. Interprets and explains policies and regulations in response to such calls or inquiries as needed. ? Investigates workplace complaints relating to claims of discrimination, harassment, retaliation, hostile work environment, and policy violations. Offers recommendations for the resolution of employee relations issues and coordinates response to such complaints. ? Provides recommendations on involuntary terminations. Oversees the termination meeting and participates, as needed. Manages the process of documenting terminations to ensure proper completion and preservation of documents relating to termination process. ? Conducts exit interviews with departing employees, analyzing opportunities for feedback or improvement particularly in areas related to employee engagement. ? Administers unemployment insurance processes, reviews liability reports, monitors program costs and recommends policy changes to the Senior Director of Human Resources. ? Develops and maintains a recordkeeping system that documents and tracks the status of all EEOC charges, lawsuits, and other employee related legal matters, including internal investigations. Analyzes trends emerging from such data to assist with developing proactive solutions. ? Coaches managers on effective methods to ensure the development and maintenance of a work environment that fosters sensitivity and respect for people of diverse backgrounds, cultures, and disabilities. ? Oversees management, maintenance and security of employee records and files assuring timely completion of all necessary documentation. Also ensures that documents are securely maintained in compliance with Company policies, state and federal guidelines. Assures confidentiality of all employee records. ? Provides litigation support to the Sr. Director of Human Resources and/or the Legal Department in connection with employment related legal matters. ? Other duties may be assigned. COMPETENCIES: To perform the job successfully, an individual should demonstrate the following competencies: ? Customer Service - Manages difficult or emotional employee situations; Responds promptly to requests for guidance or assistance from both employees and management; Provides appropriate follow-up and meets deadlines. ? Interpersonal - Leads by example; Focuses on solving conflict, not blaming; Maintains strict confidentiality; Uses diplomacy, patience, and listening skills to help defuse situations; Works effectively with employees, management and the human resources staff. ? Communication - Speaks and writes clearly and effectively; Provides or seeks clarification, if necessary; Must be proficient in drafting disciplinary and other employment related documentation. ? Adaptability - Adapts to changes in the work environment; Manages competing demands and deadlines; Changes approach or method to best fit the situation; Must be able to deal with frequent change, delays, or unexpected events. ? Inclusion - Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences; Educates others on the value of diversity; Promotes a harassment-free environment. ? Organizational Support - Understands business implications of decisions; Follows Company policies and procedures; Supports organization's goals and values. ? Dependability - Follows instructions, responds to management direction; Takes responsibility for own actions; Meets deadlines; Commits to long hours of work when necessary to reach goals; Must be flexible and be available to be contacted outside of regular office hours, if necessary. ? Judgment - Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in decision-making process; Makes timely decisions. ? Quality - Demonstrates accuracy and thoroughness in work performance while meeting deadlines; Looks for ways to improve and promote quality and efficiency; Monitors own work to ensure quality. QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education/Experience: Bachelor's degree from a four-year college or university, plus three to five years in human resources management, employee relations or related experience and/or training is required. The Company will consider applicants with an equivalent combination of education and experience. Master's degree in a related discipline is a plus. Through knowledge of and ability to apply current federal, state and local laws relating to employment matters, including regulations or guidance issued by the Department of Labor, the U.S. Equal Employment Opportunity Commission or other similar agencies. Prior experience in the restaurant industry is preferred. Language Ability: Ability to read, analyze, and interpret complex human resource related documents and legal documents. Ability to respond effectively, both orally and in writing, to common inquiries or complaints from employees, government agencies, or members of the community. Ability to read and understand relevant articles and publications on employment related issues such that candidate remains current on legal requirements. Able to lead meetings and other group presentations on HR related topics. Reasoning Ability: Ability to resolve complex personnel issues and problems in compliance with federal, state and local laws. Doing so requires the ability to define problems, collect information, establish facts, and draw valid conclusions in an objective manner. Computer Skills: Working knowledge of Microsoft Office Products, such as Word, Excel, and Outlook. Prior experience with Human Resource Information Systems and Database software preferred. Certificates and Licenses: SPHR or PHR certification preferred WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The majority of the work is performed in a normal office environment, although some work may need to be completed at the various restaurants. In the course of advising or counseling managers and employees, the employee may encounter abusive, aggressive or unpredicted behavior. Overnight travel - up to 25% PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The employee may occasionally lift and/or move up to 25 pounds. While performing the duties of this job, the employee is frequently required to sit. The employee is occasionally required to stand; walk and reach with hands and arms PI