Field HR Manager

Field Human Resources Manager

Position Overview

The Field Human Resources Manager serves as a strategic HR partner to field operations leadership, providing hands-on support across multiple locations. This individual will work closely with regional leaders, district managers, and general managers to drive employee engagement, strengthen leadership capabilities, ensure compliance with employment laws, and support consistent execution of HR policies and procedures.

The ideal candidate is comfortable operating in a fast-paced, multi-location environment and can balance day-to-day employee relations with broader initiatives focused on retention, talent development, workforce planning, and organizational effectiveness. This role requires regular interaction with field teams, frequent site visits, and the ability to build strong relationships with employees and operational leaders at every level.

Key Responsibilities

Field HR Support & Business Partnership

• Serve as the primary HR business partner for an assigned portfolio of locations, supporting operational leaders on a broad range of human resources matters.
• Partner with regional directors, district managers, and general managers to align HR initiatives with business objectives and operational priorities.
• Conduct regular field visits to assess workplace culture, identify employee concerns, reinforce HR policies, and provide direct support to location leadership.
• Coach managers on leadership effectiveness, performance management, employee engagement, and effective people-management practices.
• Identify workforce trends and operational challenges, recommending practical solutions to improve employee satisfaction, productivity, and retention.

Employee Relations & Investigations

• Manage employee relations matters, including workplace complaints, policy violations, attendance issues, performance concerns, and conflict resolution.
• Conduct timely, objective, and thorough investigations into employee complaints, allegations of misconduct, harassment, discrimination, and other workplace concerns.
• Provide guidance to managers regarding corrective action, disciplinary procedures, documentation, and termination decisions.
• Maintain accurate and confidential investigation records and ensure consistent application of company policies.
• Identify recurring employee relations issues and recommend preventive measures to reduce risk and improve workplace culture.

Talent Acquisition, Retention & Workforce Planning

• Partner with field leadership and recruiting teams to identify staffing needs, address workforce gaps, and support hiring initiatives across assigned locations.
• Monitor turnover, staffing levels, retention trends, and hiring effectiveness to identify opportunities for improvement.
• Support onboarding and integration processes to help new hires and newly promoted leaders transition successfully into their roles.
• Develop and implement retention strategies that improve employee engagement, strengthen team stability, and reduce avoidable turnover.
• Assist with succession planning and internal talent development for management and leadership positions.

Performance Management & Leadership Development

• Guide managers through performance reviews, coaching conversations, performance improvement plans, and employee development initiatives.
• Support the development of general managers and other field leaders through HR training, coaching, and ongoing consultation.
• Help operational leaders establish clear performance expectations and maintain accountability across their teams.
• Identify leadership development needs and collaborate with training and learning teams to implement targeted solutions.
• Promote consistent, fair, and effective people-management practices across all assigned locations.

Compliance, Policies & Risk Management

• Ensure field operations comply with applicable federal, state, and local employment laws and regulations.
• Provide guidance on wage and hour requirements, leave administration, workplace accommodations, anti-discrimination policies, and other employment-related matters.
• Support compliance with company policies, employee handbook requirements, workplace safety procedures, and documentation standards.
• Partner with corporate HR, legal counsel, and other stakeholders to address complex employee matters and mitigate employment-related risks.
• Maintain accurate HR records and support audits, reporting requirements, and compliance initiatives.

HR Reporting & Continuous Improvement

• Track and analyze HR metrics, including turnover, retention, absenteeism, staffing levels, employee relations trends, and hiring performance.
• Use data and field feedback to identify opportunities to improve workforce stability, management effectiveness, and operational performance.
• Prepare reports and recommendations for HR and operations leadership.
• Assist with the implementation of HR programs, policies, systems, and process improvements across assigned locations.
• Support organizational changes, new-location openings, acquisitions, and other business initiatives as needed.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• 5+ years of progressive human resources experience, including employee relations, performance management, and HR business partnership.
• Experience supporting multiple locations, field operations, or a geographically dispersed workforce strongly preferred.
• Background in restaurants, hospitality, retail, franchising, or other multi-unit operating environments is a plus.
• Strong knowledge of employment laws, workplace investigations, HR policies, and employee relations best practices.
• Demonstrated ability to coach operational leaders, resolve complex employee issues, and influence stakeholders at multiple levels.
• Excellent communication, conflict resolution, organizational, and problem-solving skills.
• Ability to analyze HR data and