Friday, September 11, 2020
Company & Culture
For over 35 years El Pollo Loco continues to dominate the market
in delivering the best citrus-marinated fire-grilled chicken. We
opened our first restaurant in 1980 in Los Angeles, and today we
are over 450 restaurants strong and still growing! From our
products to our people, we’re truly amazing!
Our restaurants are only the tip of the flame. If you’re looking
for a fast paced, innovative and welcoming workplace then a career
with our Corporate Familia is right for you.
What’s in it for you!
• Medical + Dental + Vision Insurance
• 401(K) Plan with match and immediate vesting
• Flexible Spending Accounts
• Basic Life and AD&D/Long Term Disability
• Vacation + Sick Pay
• Bonus Compensation for eligible positions
• Casual Friday’s
• Bring your dog to work Friday’s
• Discounts of El Pollo Loco food
• Discounts on theme parks, movie tickets, sports, hotels
• Employee referral bonus program
Serves as the senior HR leader, overseeing the strategic
business partnership with Operations. Leads the strategy and
execution of processes and programs to achieve strong results in
employee relations, employee development and culture, and talent
acquisition. Partners with the broader HR team and Operations to
lead all HR initiatives impacting the field. Responsible for the HR
consulting on employee relations, policy and procedure compliance,
performance management and culture. The Senior Director of Human
Resources collaborates with Operations senior leadership to ensure
effective recruitment and engagement to help attract and retain top
talent within the organization both internally and externally.
Essential Duties and Responsibilities:
As the Field HR team leader and integral partner of the
Operations leadership team, this role provides value-add
people/organizational/HR consulting and subject matter expertise.
Builds and maintains high-quality influential relationships with
Chief Operations Officer, Vice President of Operations, Regional
Directors of Operations, and Area Leaders through frequent,
effective communication and regular ride-alongs.
Possesses strong business acumen, with an understanding of
organizational reporting and key performance indicators. Leads the
Field HR Team to utilizing foundational business acumen and HR
expertise to analyze situations and effectively makes timely
recommendations to alleviate risk and positively impact the
business and employees. Ensures HR Team is addressing issues as
proactively as possible, while developing and driving an
overarching Field HR team agenda to address the talent needs for
The champion and driver of quarterly Ops/People Meetings,
ensuring the team presents HR information, metrics and reports
pertinent to the business. Reviews and analyzes holistic Operations
level data to identify trends and recommend solutions to improve
performance, retention, and employee experience. Performs regular
people and/or performance reviews with Vice President of
Operations, Regional Directors of Operations, and Area Leaders.
Serves as the main ambassador of the broader Human Resources
team to Operations. Builds strong rapport and trusted relationships
with all levels of employees. Brings meaningful high-level insights
and recommendations back to the broader Human Resources team for
process improvement. Interacts professionally and ethically,
constructively participating as a collaborative team member in
pursuit of common goals.
Travels consistently within all regions approximately 2 days a
week in the field with 3 days in the Support Center.
Oversees the timely and thorough investigations into employee
concerns conducted by the Field HR Team; provides appropriate
recommendations for actions as a result of investigations. Ensures
team is comprehensively documenting and maintaining records for all
related complaints and claims of harassment, discrimination,
retaliation, unfair treatment, etc. Ensures disciplinary action is
consistent and appropriate for performance and behavior concerns
across Operations. Ensures compliance with FMLA/CFRA and ADA
matters throughout all areas, including the engagement in the
interactive process and consulting on reasonable
Ensures timely restaurant audits are conducted with a balanced
approach of conducting an equal number in the first and second half
of the year. Oversees the overall audit process, ensuring thorough
feedback to General Managers all the way through Operations senior
leadership. Derives key themes and findings from audit process and
develops appropriate action plans with Field Operations.
Manage participation in unemployment hearings, depositions, wage
claims, DOL audits, etc. and assists Legal in facilitating and/or
investigating lawsuits and agency charges (e.g., DFEH, EEOC, DOL).
Responds in a timely manner to Legal requests as needed.
Solves routine and complex Human Resource challenges in the
Field. Takes initiative to modify or make recommendations to
improve company procedures and processes as appropriate (including
Employee Development and Culture
Partners with Regional Operations Directors and Area Leaders on
field people development decisions to evaluate internal candidates
and identify high potential team members, and participates in
talent assessments. Assists Operations with talent management and
leadership development initiatives, performance management,
listening sessions, and core HR processes (i.e., hiring, transfers
Provides management coaching to build leadership capabilities to
address and resolve employee issues, acting as a role-model in
Heart Centered Leadership and professional behavior. Serves as a
steward of our Company culture.
Monitors employee engagement levels and tracks key employee
trends in the field. Proactively communicates findings and makes
recommendations to Operations Leadership and Chief People
Oversees the creation of training and tools to effectively train
new managers on Human Resources Policies and Procedures. Leads the
development, facilitation and/or presentation of ad hoc training
for field leadership in small group settings, seminar formats or at
Ensures the Field HR team conducts key exit interviews, analyzes
and identify trends which impact retention and offer solutions that
will lead to improved employee satisfaction and lower turnover.
Plays a pivotal leadership role in cross-functional Retention team,
designing and implementing key initiatives.
Collaborates with Operations leadership and Field HR team to
review comprehensive staffing needs and maintain a consistent pulse
on restaurant staffing levels. Ensures all hiring decision
makers abide by the Company hiring objectives, company policies,
and the applicable laws. In partnership with Talent Acquisition,
stays abreast of best practices in attracting, interviewing,
hiring and on-boarding talent. Assists in developing new strategies
and programs in these areas across Operations. Actively
participates in interviews and the selection process for field
leadership roles as needed.
The Director, Human Resources has typically 2 - 4 employees
reporting into this position. The role has full authority to hire,
develop, appraise, promote, reward, discipline, transfer, and
approve time and attendance of team members.
Education and/or Experience :
BA/BS degree required, preferably in Human Resources Management.
Minimum of 12+ years Human Resource experience in a multi-state,
multi-site role, preferably in the restaurant/retail/hotel
industry. 4+ years of team leadership also required. Must possess a
track record exhibiting growth within the HR discipline, including
employee relations, recruitment, performance management and
administration. Solid knowledge of compliance, state/federal laws
and other regulations relevant to the business environment needed.
Selected individual will have a track record of success in leading,
managing, coaching and developing others. Bi-lingual in Spanish
highly desirable. Valid Drivers License required.
Travel Required Yes
3535 Harbor Blvd, Costa Mesa, CA 92626, USA