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Position Title: Human Resources Director

Reports To: Sr. Director Human Resources

FLSA status: Exempt

Company Background - Flynn Group

Founded by Chairman and CEO Greg Flynn in 1999, Flynn Group LP (formerly Flynn Restaurant Group) is the largest franchise operator in the world, and the third largest operator of restaurants, after only Starbucks and Chipotle, in the United States. Flynn Group owns and operates more than 2,600 restaurants and fitness clubs across Applebee's, Arby's, Taco Bell, Panera, Pizza Hut, Wendy's, and Planet Fitness brands spanning 44 states, and Australia, generating $4.6 billion in sales and employing more than 75,000 people. More information is available at www.flynn.com.

Company Background - Flynn Pizza Hut

Flynn Group | Pizza Hut owns and operates over 940 Pizza Hut restaurants throughout 27 states. With annualized sales of over $940M and over 16,500 employees, Flynn Group | Pizza Hut is the largest franchisee in the Pizza Hut system. Flynn Group | Pizza Hut is a part of Flynn Group, the largest franchise operator in the world, and the third largest operator of restaurants, after only Starbucks and Chipotle, in the United States. More information is available at www.flynn.com/pizza-hut.

Why work for Flynn Pizza Hut?

Flynn Pizza Hut offers Same Day Pay, flexible schedules, free meals, an opportunity for growth and development, and lots of other benefits, perks, and discounts!

Position Description

The Human Resources Director serves as the senior Human Resources leader for Flynn Pizza Hut and a strategic partner to the Brand President, Division Vice Presidents, senior operations leadership team, field leaders, and Flynn Group HR leadership.

This role requires a proven leader with demonstrated success operating at a strategic level in a complex, multi-unit environment. The HR Director is expected to already be delivering measurable business and talent results, influencing senior leaders, developing successors, strengthening organizational capability, and leading large-scale people initiatives.

The HR Director owns the people strategy for the brand, with a focus on organizational effectiveness, leadership development, talent management, succession planning, culture, employee engagement, workforce planning, employee relations, and risk management. This leader provides direction to the field HR Business Partner team while building strong partnerships across Operations, Talent Acquisition, Learning and Development, Total Rewards, HR Operations, and other Flynn Group Support Center functions.

Success in this role requires strong business judgment, executive presence, independence, confidentiality, disciplined execution, and a consistent field presence. The HR Director must translate business priorities into practical people strategies and drive results through influence, accountability, coaching, and effective partnership.

STRATEGIC BUSINESS PARTNER

• Serve as a trusted thought partner to the Brand President and Flynn Pizza Hut leadership team on organizational structure, leadership effectiveness, talent, culture, workforce planning, employee engagement, business performance, and risk.
• Serve as the primary Human Resources partner to assigned Division Vice Presidents and their leadership teams, providing strategic counsel on talent, organizational effectiveness, succession planning, employee engagement, and business performance.
• Translate brand business priorities into an integrated people strategy aligned with Flynn Group and Flynn Pizza Hut objectives.
• Use workforce, turnover, staffing, engagement, succession, and performance data to identify trends, recommend actions, and measure progress.
• Partner with senior leaders to assess organizational needs, identify performance gaps, and establish short-term and long-term people priorities.
• Support organizational changes, growth initiatives, acquisitions, market transitions, and other business priorities impacting Flynn Pizza Hut Team Members.
• Influence senior operational leaders, navigate complex business challenges, exercise sound judgment, maintain confidentiality, and build credibility through consistent execution and results.
• Operate with a high degree of independence by prioritizing effectively, identifying opportunities proactively, and driving execution with limited day-to-day oversight.

TALENT MANAGEMENT AND SUCCESSION

• Own the brand's talent management and succession planning strategy, with a strong focus on building an internal bench for Restaurant General Manager, Area Director, Market Leader, Division Vice President, and other key leadership positions.
• Establish and lead a consistent talent-review process across the brand, including succession depth, readiness, performance, potential, retention risk, and development priorities.
• Partner with senior Operations leaders and the Manager of Development to regularly assess talent pipelines, organizational bench strength, readiness, and succession risk.
• Support leaders in creating meaningful Individual Development Plans for high-potential and emerging talent.
• Help define roles, leadership levels, competencies, and career paths as the organization grows and evolves.
• Coach Operations leaders on talent assessment, performance management, succession planning, development, and accountability.
• Deliver measurable business and talent outcomes, including retention improvement, succession depth, leadership development, internal promotions, bench strength, and organizational capability building.
• Track outcomes including internal promotion rates, bench strength, critical-role readiness, regrettable turnover, leadership vacancies, and succession coverage.

LEADERSHIP DEVELOPMENT AND PERFORMANCE

• Partner with the Director of Training and Development, Operations leaders, and other stakeholders to identify performance and capability gaps across the organization.
• Help develop and implement leadership-development programs designed to address identified gaps and strengthen operational leadership.
• Establish methods to measure participation, progress, internal promotions, bench strength, and business impact from development programs.
• Coach and develop leaders while strengthening leadership capability across all levels of Flynn Pizza Hut.
• Support effective performance-management practices including goal setting, feedback, coaching, development planning, and accountability.
• Lead through others by developing leaders, coaching teams, building organizational capability, and achieving results through influence, accountability, and effective partnership.

FIELD HR LEADERSHIP

• Provide leadership, direction, coaching, and support to the Flynn Pizza Hut field HR Business Partner team.
• Establish clear priorities and expectations for HRBP execution across markets.
• Drive consistency in HR practices while allowing appropriate flexibility based on local business and workforce needs.
• Ensure HR Business Partners operate as strong partners to Operations and focus on talent development, engagement, employee relations, staffing, performance, and business results.
• Develop the capabilities of the HRBP team through coaching, development planning, best-practice sharing, and regular performance discussions.
• Model a collaborative, team-first leadership approach that strengthens organizational culture, develops others, shares best practices, and increases the overall capability and effectiveness of the HR team.

CULTURE AND EMPLOYEE ENGAGEMENT

• Champion Flynn Group culture and help create restaurant environments aligned with the behaviors and expectations outlined in the Premier Card.
• Design and implement culture and engagement initiatives supporting the associate experience across Flynn Pizza Hut.
• Strengthen recognition programs and processes throughout the brand.
• Partner with Operations to identify engagement opportunities and develop action plans addressing key themes.
• Help leaders connect culture and employee engagement to retention, performance, guest experience, and business results.
• Promote effective communication practices across the organization so restaurant and field teams understand company priorities and available resources.

TALENT ACQUISITION AND ONBOARDING

• Partner with Talent Acquisition leadership to ensure recruiting strategies, processes, systems, and tools support Flynn Pizza Hut's talent needs.
• Provide input on workforce priorities, critical openings, leadership hiring, talent markets, and future staffing requirements.
• Partner with Talent Acquisition and Operations to improve recruiting effectiveness, candidate experience, selection quality, time to fill, and retention.
• Support effective onboarding programs for internal and external leaders.
• Ensure hiring and onboarding practices reinforce Flynn Pizza Hut's culture and expectations from the start of employment.

EMPLOYEE RELATIONS, COMPLIANCE, AND RISK

• Provide leadership and direction on complex employee-relations matters and investigations.
• Partner with Operations and HR Business Partners to ensure employee concerns receive consistent, timely, and appropriate responses.
• Ensure employment practices, policies, and processes comply with applicable federal, state, and local employment laws.
• Identify employment-related risk and partner with internal stakeholders to implement appropriate mitigation strategies.
• Monitor patterns and trends in employee relations, turnover, complaints, investigations, and other people indicators to identify opportunities for proactive intervention.
• Partner with Flynn Group HR and Legal resources on complex or high-risk matters.

PROGRAM AND CHANGE LEADERSHIP

• Lead effective rollout and adoption of Flynn Group and Flynn Pizza Hut people initiatives.
• Coordinate brand participation in HR system changes, process improvements, communication plans, rollout meetings, testing, training, and implementation.
• Partner with Operations leaders to drive field adoption and accountability for new programs.
• Gather field feedback and identify opportunities to improve HR programs, systems, tools, and processes.
• Lead large-scale people initiatives from strategy through execution, with clear ownership, stakeholder alignment, adoption measures, and business outcomes.

FLYNN GROUP HR LEADERSHIP

• Serve as an active member of the Flynn Group HR Leadership Team.
• Partner closely with HR leaders across Flynn Group brands and Support Center functions to share best practices and improve organizational effectiveness.
• Support implementation and integration of new HR tools, resources, systems, and programs.
• Contribute to enterprise-wide initiatives addressing Flynn Group's largest people and business priorities.
• Represent Flynn Pizza Hut's needs and perspective in broader Flynn Group HR discussions and initiatives.
• Strengthen the broader HR organization by developing others, sharing lessons learned, and contributing to a high-performing, team-first HR culture.

SKILLS AND REQUIREMENTS

• 8+ years of progressive Human Resources experience, including meaningful leadership responsibility in a complex, multi-unit, geographically dispersed organization.
• Leadership experience within restaurants, hospitality, retail, or another high-volume, multi-location environment strongly preferred.
• Experience leading HR Business Partners, field HR professionals, or comparable people leaders.
• Demonstrated track record of delivering measurable business and talent outcomes, including retention improvement, succession depth, leadership development, internal promotions, bench strength, and organizational capability building.
• Demonstrated experience partnering with senior Operations executives and influencing business and people decisions.
• Demonstrated ability to influence senior operational leaders, navigate complex business challenges, exercise sound judgment, maintain confidentiality, and build credibility through consistent execution and results.
• Highly self-directed leader who operates independently, prioritizes effectively, identifies opportunities proactively, and drives execution with limited day-to-day oversight.
• Demonstrated success leading through others by developing leaders, coaching teams, building organizational capability, and achieving results through influence, accountability, and effective partnership.
• Collaborative, team-first leader who strengthens organizational culture, develops others, shares best practices, and contributes positively to the overall capability and effectiveness of the HR team.
• Strong knowledge of employee relations, employment law, performance management, talent management, succession planning, organizational development, and employee engagement.
• Demonstrated success building leadership pipelines and succession plans across a large organization.
• Strong business and financial acumen with an ability to connect people strategies to operational and financial results.
• Strong analytical skills with experience using workforce metrics and business data to identify opportunities and guide decisions.
• Strong executive communication, presentation, facilitation, and relationship-building skills.
• Ability to lead change across a large, decentralized organization.
• Ability to balance strategic leadership with hands-on support when business needs require it.
• Bachelor's degree in Human Resources, Business, Psychology, Organizational Development, or related field, or equivalent relevant experience.
• SHRM-SCP, SPHR, or similar professional HR certification preferred.
• Proficiency with Microsoft Office applications, HR information systems, applicant tracking systems, and workforce analytics tools.
• Ability and willingness to travel extensively, often 2 to 3 weeks per month, to support field operations, coach leaders, build relationships, and maintain a strong presence withi...