Labor Manager/HR Supervisor

About the role

Rivher Group restaurants

The HR Supervisor role should ensure a strategic vision for the area, support business growth, and ensure a differentiating experience for the workforce.

This role should also ensure the professionalization of the area both in the Restaurants and across the organization, through the identification and analysis of specific KPIs and the ongoing management of internal talent, to support strong expansion plans, guarantee future leadership, and promote the employer brand image.

What you'll do

Ensure and maintain positive and productive labor relations within the company, ensuring compliance with current legislation and that clear and effective communication channels exist between management and employees.

Registrations, terminations, and modifications of workers with the Social Security system and the SEPE.

Drafting of employment contracts, their extensions, and final settlements.

Preparation of payroll and monthly social security contributions.

Management of labor incidents such as sick leave, maternity/paternity leave, and

Filing taxes such as Form 111 and Form 190.

Preparation of periodic reports and other labour documents.

Registration and control of labor files.

Supervising and organizing the different labor processes of the company.

Coordinating the administrative management of personnel.

Keeping the employee database and labor documentation up to date.

Communication with official bodies such as TGSS, SEPE, and the Labor Inspectorate.

Collaboration with other departments of the company.

Promote a positive work environment and develop employee relations policies.

Recruitment and selection
• Ensure the recruitment and selection process across the
franchise organization, using the necessary means and resources for this purpose,
keeping processes up to date in line with market
evolution and trends;
• Identify and manage recruitment sources, ensuring the attraction of
the talent needed to meet market needs;
• Ensure compliance with a professional recruitment and
selection methodology, equipping everyone involved with the necessary
technical knowledge, guaranteeing recruitment success and a positive
candidate experience;
• Carry out the analysis inherent to recruitment and selection processes, as well
as support the optimization of processes and management tools;
• Promote and support the identification and development of internal talent,
leveraging evaluations;
• Ensure the onboarding of new employees, ensuring the 1st and 2nd
Orientation, and compliance with all legal/institutional processes,
focusing on the experience of new employees.
Development
• Ensure the implementation of differentiated policies and practices for
people management, through integrated human resources management

Support the Franchisee in implementing Action Plans focused
on Integrated Human Resources Management (recruitment and selection,
"onboarding", talent management, succession plans, compensation and
benefits, and labor legislation);
• Ensure the contextualization, implementation, and control of the Annual Survey.

Restaurant climate survey, analyzing its results to
subsequently outline action plans with the Franchisee and the management of their
market;
• Guarantee the performance evaluation of all people in the market;
• Guarantee the permanent updating of the Turn-Over database;
• Prepare and compile reports with Human Resources information regarding
their market (e.g.: Turn-Over rates, retention, annual survey results,
exit interviews, profile of selected candidates, recruitment and
selection sources, evaluations, best practices,...);
• Guarantee, before restaurant managers, the need to intervene
in areas related to disciplinary regimes, occupational health, labor
legislation and employment, salary policy, meal policy, and
payroll;
• Guarantee the continuous training of restaurant managers in the
market;
• Supervise and guarantee compliance with the training model defined by the
company (certified training), before restaurant managers;
• Request, whenever necessary, the intervention of the Learning department,
to enhance the training of restaurant teams.
Labor Law:
• Guarantee that the hiring process complies with all legal
requirements and inherent administrative procedures;
• Apply legislation to identify and analyze possible irregularities in
labor law matters, or non-compliance with established
procedures, to guarantee the necessary administrative corrections;
• Guarantee that all compensation and benefits policies in the market are
applied correctly;
• Ensure that all compensation and benefits policies in their market
are correctly implemented;
• Ensure timely and proper internal communication in the restaurants;
• Support restaurants by clarifying labor and financial legislation,
to respond to each of the doubts of the restaurants in their
market.

What we're looking for

Solid knowledge of labor law and payroll.

Proficiency in human resources management and payroll tools.

Organisational skills and attention to detail.

Communication skills for dealing with employees and other departments.

HR Skills
Communication / analytical capacity / logical reasoning / interpersonal
skills / Proactivity / change management / Leadership by example
Required qualifications
University degree (Human Resources Management, Psychology, Sociology, and others);
And/or Work experience in the field of Human Resources Management in an environment
similar to restaurants, such as retail, distribution, hospitality
and others

Legal advice and compliance

Resolving questions about labour legislation and collective bargaining agreements.

Ensuring compliance with current regulations.

Advising on labour costs, subsidies and incentives.

Support during labour inspections.