Field Talent Management, Director in Sandy Springs, Georgia at Huddle House Inc

Position Summary

The Field Talent Management Director serves as the strategic talent partner for restaurant field operations, supporting multiple districts and regions. This position is based in Minnesota and is responsible for developing and executing talent acquisition, leadership development, succession planning, performance management, employee engagement, and retention strategies that build a high-performing leadership pipeline. Working closely with Regional Managers and Restaurant General Managers, this role ensures the organization attracts, develops, and retains exceptional talent while fostering a culture aligned with the company's mission and values.

Essential Responsibilities

Talent Acquisition

• Partner with Operations Leadership to forecast staffing needs and develop proactive recruiting strategies.
• Support the recruitment and selection of Restaurant General Managers, District Managers, and other field leadership positions.
• Develop relationships with colleges, community organizations, military transition programs, and industry associations to build talent pipelines.
• Monitor recruiting metrics, including time-to-fill, quality of hire, and candidate experience.
• Ensure hiring practices comply with federal, state, and local employment laws.

Leadership Development

• Design and facilitate leadership development programs for restaurant and field leaders.
• Identify high-potential employees and create individualized development plans.
• Coordinate leadership training, mentoring, and coaching initiatives.
• Partner with Operations to ensure consistent onboarding for newly hired managers.
• Support management certification and career progression programs.

Talent Management

• Lead the annual performance management process for field operations.
• Coach leaders on effective performance conversations, goal setting, and employee development.
• Facilitate talent review sessions and succession planning discussions.
• Identify organizational capability gaps and recommend development solutions.
• Maintain succession plans for key operational leadership positions.

Employee Engagement & Retention

• Analyze turnover trends and recommend retention strategies.
• Conduct stay interviews and support exit interview analysis.
• Partner with Operations to improve employee engagement and workplace culture.
• Develop recognition programs that reinforce company values.
• Support initiatives that enhance the employee experience across all restaurant locations.

Workforce Analytics

• Monitor key talent metrics, including:
  • Turnover
  • Internal promotions
  • Bench strength
  • Leadership readiness
  • Diversity recruiting
  • Employee engagement
  • Training completion
• Present actionable insights and recommendations to Operations Leadership.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or related field required.
• Master's degree preferred.

Experience

• 5–8 years of progressive Human Resources or Talent Management experience.
• Minimum 3 years supporting multi-unit restaurant, retail, hospitality, or similar field operations.
• Experience partnering directly with operational leadership.
• Experience designing leadership development programs preferred.

Knowledge & Skills

• Talent acquisition strategies
• Leadership development
• Succession planning
• Performance management
• Employee engagement
• Organizational development
• Employment law fundamentals
• HR analytics and reporting
• Executive coaching skills
• Facilitation and presentation skills
• Strong relationship-building abilities
• Excellent written and verbal communication
• Change management experience

Technology Skills

• Human Resource Information Systems (HRIS) – Preferably ADP WFN
• Applicant Tracking Systems (ATS)
• Learning Management Systems (LMS)
• Microsoft Office Suite

Travel Requirements

• 50–70% travel to restaurant locations within assigned regions.
• Occasional overnight travel for leadership meetings, training, and recruiting events.

Physical Requirements

• Ability to travel frequently by automobile and air.
• Ability to visit restaurant environments, including kitchen and dining areas.
• Ability to sit, stand, walk, and use a computer for extended periods.

Key Performance Indicators (KPIs)

• Management turnover rate
• Internal promotion rate
• Leadership bench strength
• Time-to-fill leadership positions
• Quality of hire
• New manager retention
• Employee engagement scores
• Succession plan readiness
• Training completion rates
• Diversity hiring metrics

Core Competencies

• Strategic Thinking
• Talent Development
• Coaching & Influencing
• Business Acumen
• Collaboration
• Change Leadership
• Emotional Intelligence
• Decision Making
• Accountability
• Relationship Building
• Continuous Improvement
• Results Orientation