Employee Relations Director

Company Description At Raising Cane’s Chicken Fingers®, we serve only the most craveable chicken finger meals – it’s our One Love! Known for our great Crew and cool Culture, we follow a Work Hard, Have Fun, philosophy. Raising Cane’s is the fastest-growing chicken concept around and is on track to be a Top 10 Restaurant Brand in the United States. Each Crewmember is important to our rapid growth and enduring success. Now is your chance to join the team and Raise the Bar!

Job Description The

Employee Relations Director

leads the Crew Relations function for a designated division. The role directs a team responsible for Crew investigations and advises leadership on complex, high-intensity Crew situations. This role supports leaders across the division by ensuring consistent, compliant, and effective Crew Relations practices and by overseeing comprehensive investigative support for Crew matters across the company.

Your Impact and Responsibilities:

Lead and develop a team of field-based Crew Relations Leaders who manage investigations and Crew-related matters

Represent the division in crisis-oriented Crew matters and ensure execution of post-crisis action steps in partnership with Crew Relations and key functional leaders

Manage performance management practices for the division, including salaried leader performance management and senior leader disciplinary actions

Partner with Crew Safety and senior leadership on Crew-related incidents, ensuring alignment and timely communication

Serve as the subject matter expert on federal, state, and local employment laws and regulatory requirements

Identify divisional trends and trouble spots and oversee targeted action plans

Maintain reporting to identify trends and recommend updates to Crew training, communication, programs, policies, and practices

Direct the end-to-end fact-finding process for all Crew-related matters to ensure timely, accurate, and risk-reducing resolution

Review and guide resolution of high-risk cases including discrimination, harassment, wage and hour issues, retaliation, and leader-related concerns

Support the preparation and review of Performance Improvement Plans (PIP)

Travel Requirements:

Up to 5%

Qualifications

7-10 years of direct experience providing employee relations investigation support in a large-scale, growth focused restaurant, customer, or retail organization

3+ years of HR Leadership experience supporting large hourly non-exempt populations

Bachelor's degree in HR or a related field

Proven ability to influence, lead teams, and coach at all levels

Ability to manage confidential information with strict discretion and timeliness

Exceptional interpersonal skills with strong written and verbal communication

Detail-oriented, self-driven, and able to manage multiple, shifting prioritiesProven ability to influence, lead teams, and coach at all levels

Advanced proficiency in Microsoft Access, Excel, PowerPoint, Outlook, and Word

Preferred Qualifications:

SHRM certification, PHR, or SPHR

Additional Information All your information will be kept confidential according to EEO guidelines.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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