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.
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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.
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