The Employee & Labor Relations Manager serves as a strategic partner responsible for strengthening workplace culture, mitigating labor risk, and supporting positive employee relations across a large, multi-brand restaurant organization. This role partners closely with HR, Operations, Legal, Corporate Communications, Brand Leadership, and Franchise Business Consultants to champion a culture of high engagement to mitigate the risk of unionization. The role also proactively addresses labor relations issues, supports HR compliance, and reinforces company values while maintaining a strong pulse on external labor trends and internal workforce trends.
This role requires a strong blend of labor relations expertise, cultural intelligence, and operational fluency within high-volume, frontline environments.
RESPONSIBILITIES
Labor Relations
- Serve as the subject matter expert on labor relations, including union activity, workplace disruptions, and concerted employee activity.
- Advise HR and Operations leaders on labor‑risk mitigation strategies and best practices for restaurant and field‑based environments.
- Partner with Legal, Corporate Communications, Risk, and HR to support responses to labor organizing efforts, unfair labor practice (ULP) allegations, and related investigations.
- Monitor labor trends, regulatory developments, and organizing activity impacting the restaurant industry and relevant geographic markets.
- Own and manage the Culture Index/Heatmap framework, identifying high‑risk locations, enterprise patterns, and operational implications while integrating insights into business decision‑making.
- Provide senior leadership with regular updates on the external labor landscape, internal risk trends, cultural indicators, and proactive prevention strategies.
Culture & Engagement
- Support the design and execution of culture initiatives that promote company values and strengthen a workplace rooted in respect, fairness, and inclusion across diverse brands and markets.
- Partner with HR Business Partners and Operations to identify cultural friction points and recommend practical, scalable, and sustainable solutions.
- Analyze engagement results, exit feedback, and employee relations trends to surface insights and drive proactive, data‑informed action plans.
- Contribute to the development of culture‑focused communications, toolkits, and training resources to enable field and operational leaders.
Cross-Functional Partnership
- Serve as a trusted advisor to Operations leaders and Franchise Business Consultants on complex and sensitive employee relations matters, balancing legal risk, brand values, and operational needs.
- Collaborate with Legal, Compliance, Risk, Corporate Communications, and HR Centers of Excellence to ensure alignment on policies, messaging, and response strategies.
- Support brand‑specific employee relations and labor needs while maintaining consistency with enterprise labor relations standards and culture expectations.
Policy, Training & Programs
- Assist in the development, review, and rollout of employee relations and labor‑related policies, guidelines, and compliance standards.
- Conduct ongoing monitoring and interpretation of HR legislation to assess enterprise impact across operations, financials, workforce practices, culture, and policy requirements.
- Support training initiatives for managers and field leaders on respectful workplace practices, labor law fundamentals, and effective employee communication.
- Develop and manage playbooks, toolkits, and response frameworks for labor relations scenarios common in the restaurant and franchise environment.
EDUCATION QUALIFICATIONS
- Bachelor’s in Human Resources, Labor Relations, or a related field
- Master’s in Human Resources & Labor Relations and/or J.D.
EXPERIENCE QUALIFICATION
- 5+ years of progressive experience in labor relations, employee relations, HR, or a closely related function
KNOWLEDGE, SKILLS or ABILITIES
Required
- Strong working knowledge of U.S. labor and employment laws, including the NLRA and relevant state and local regulations.
- Strong consultative skills with the ability to translate complex regulations into clear, actionable guidance.
- Demonstrated ability to influence without authority and operate effectively as an individual contributor.
- Excellent judgment, discretion, and professionalism when managing sensitive or complex situations.
- Strong interpersonal, coaching, and advisory skills.
- Exceptional written and verbal communication skills.
- Ability to balance compliance, culture, and operational realities.
- Analytical mindset with the ability to identify trends, diagnose root causes, and recommend solutions.
- Comfortable working in fast‑paced, ambiguous environments.
- Ability to manage projects and deliver high‑quality work independently.
Preferred
- Experience supporting unionized or union-adjacent work environments.
- Experience working within a multi‑brand, franchise, or highly decentralized business model.
- Familiarity with change management principles, employee engagement strategies, or organizational culture initiatives.
- HR or labor relations experience in the restaurant, retail, hospitality, or service‑based industries.
- Experience partnering across Legal, Risk, Communications, and Operations in a matrixed environment.
Inspire is a multi-brand restaurant company whose portfolio includes more than 33,000 Arby’s, Baskin-Robbins, Buffalo Wild Wings, Dunkin’, Jimmy John’s, and SONIC restaurants worldwide.
We’re made up of some of the world’s most iconic restaurant brands, but we’re much more than just a restaurant company. We’re a team of hundreds of thousands who individually and collectively are changing the way people eat, drink, and gather around the table. We know that food is much more than a staple—it’s an experience. At Inspire, that’s our purpose: to ignite and nourish flavorful experiences.