Casa Nela is a New York hospitality company that operates three popular Greenwich Village restaurants: Bobo, Rosemary’s and Claudette. 

Description of Position

The Human Resources Department is responsible for ensuring that Casa Nela, its restaurants and personnel operate in compliance with all labor and wage laws. Additionally, the department is responsible for recruiting, training and developing the best personnel possible, promoting the Casa Nela culture, administering employee benefits and nurturing employee relations. Specifically, the Human Resources Director will be responsible for:

Compliance: ensuring that all our businesses are compliant with all applicable labor and wage laws

• Identify all applicable labor and wage laws to the organization
• Design and implement communication systems that ensure all members of the organization are fully aware of all applicable laws on an ongoing basis
• Check to ensure that systems and practices are consistently in compliance with the applicable labor and wage laws
• Verify that all postings in house are in compliance with current laws 
• Monitor all legal news for changes in laws that effect the businesses
• Develop relationships with legal experts outside the organization to assist with compliance
• Interview, negotiate and retain annual compliance audit services  
• Review all docs such as employee manual, training manual, to ensure legal requirements are covered and risks are managed (e.g. probationary period) 
• Partner with management to communicate Human Resources policies, procedures, programs and laws
• Assist in leading or securing sexual harassment and other (e.g. TIPS) training to protect the company and the quality of the work environment

Culture: safeguard and champion the Casa Nela culture both inside the organization and externally

• Oversee full audit and organize the implementation of necessary items upon assessment
• Design and implement communication systems that infuse the organization with our Core Values & Guiding Principles
• Identify and address any systems, personnel, or activity that conflicts with our Core Values & Guiding Principle
• Champion these values and principles on a daily basis within the organization and externally to the labor market 

Recruitment & Retention: lead recruiting efforts to ensure a consistent flow of qualified candidates and recruitment of best possible new talent

• Generate a strong and qualified applicant flow in response to recruiting needs determined by management.  (e.g. maintaining relationship with hospitality schools, social media, ad placement)
• Maintain Job Descriptions as essential recruiting tools
• Conduct initial interviews; coordinate additional interviews with management 
• Ensure recruiting practices reflect “best practices” and observe all labor laws 
• Ensure company is competitive in the industry reflected in wages, benefits and opportunity for growth
• Recruit and develop talent for long term growth within the company
• Use our Core Values & Guiding Principles as recruiting tools

Performance Management: coaching and advising management to help optimize performance, compensation and development of key employees

• Document and communicate performance standards
• Develop and manage accountability policies and systems
• Develop, oversee and manage the company’s disciplinary system
• Create and implement HR incentives and programs
• Manage employee review proces
• Track employee reviews (30/90 day, 360 and on-going performance reviews) 
• Manage performance reviews
• Review compensation policies to ensure they are competitive and aligned with company goals and employee performanc
• Coach managers in ongoing performance management between reviews

Training: developing and executing a training program and calendar for Managers and Employees

• Work with Director of Operations and Operations teams in designing and implementing training programs (e.g. wine classes, English classes, service training, etc…)  
• Conduct training needs analysis on a regular basis to identify performance gaps and ensure learning solutions are effectively aligned with the needs of the business.
• Direct the needs assessment for training and development to enhance the effectiveness of Managers and Employee performance 
• Partner closely with the business leaders to assess the effectiveness of training solutions in both the immediate and the longer term, and work to enhance existing programs to ensure functional needs are continually met
• Responsible for the evaluation and selection of external training solutions and vendors, overseeing and directing all assigned projects
• Responsible for delivering departmental development plans and annual calendar for operations teams
• Develop and implement communication and marketing of training initiatives throughout the organization
• Monitor training department budget; oversee training related T&D department spend

Employee Relations: promoting positive employee relations and provide employees the opportunity to channel feedback to management  

• Formulate and recommend Human Resources policies and objectives on any topic associated with employee relations and employee rights
• Manage “on-boarding” and orientation, make changes and enhancements as necessary
• Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. 
• Conduct annual surveys to measure employee satisfaction and employee engagement
• Provide solutions to employee relation issues, meet with managers to resolve associate relations issues, coach, counsel, and advise supervisors and managers regarding policy interpretation and proper procedures
• Conduct all exit interviews for managers and line staff
• Manage a company wide “HR calendar” (incl. anniversary dates, birthdays) 
• Create and oversee a rewards and incentive program for Employees and Managers
• Work with the Marketing Department tocreate and distribute internal communication (ie newsletters, announcements)

Benefits Administration: designing and administering a compelling benefits program 

• Work with Benefits Partner to design and administer compelling benefits that serve as a key recruitment and retention tool
• Manage the Benefits cost in line with annual operating budgets
• Health Insurance: Ensure company offerings are in compliance with increasing federal mandates (“Obamacare”) 
• Ensure the proper process is in place for the coordination and administration of various leaves (i.e. FMLA, Leaves of Absences, Short-Term Disability) as well as PTO, Sick Pay, etc…

Why work with Casa nela?

• Be instrumental in building a culture for a restaurant group that will be known as "the best place to work in the industry."
• The group is completely people focused and has a progressive approach to strategic HR functions. This person will have a seat at the executive table. 
• Working with an even-keeled ownership that has a reputation of empowering and supporting their employees. No ego / tempered culture, a refreshing change in the industry. 
• Join a growing restaurant organization that has a track record of success within a niche. 
• Exciting group of dynamic professionals make it a fun place to work. 
• Competitive pay and benefits with the complete support of a well tenured team.

Reporting Structure

The Human Resources Director will report to Carlos Suarez, Owner.

ABOUT the talent

Casa Nela has attracted top talent across the board, most of whom have been promoted into roles as soon as they were ready for them. This speaks to the type of talent they hire and the support system for career growth/learning.

qualifications

• Education: Bachelor’s degree in human resources, business administration, or similar plus course work in the subject area of development and effectiveness and adult learning. 
• Experience / Background: 5 years of relevant experience in the areas of: Human Resources, Corporate Training, Marketing, Learning & Development, Operations
• Skills: Strong project management skills, analytical skills, independent problem solving skills, attention to detail, flexibility, and ability to collaborate with others.  Exceptional verbal and written communication skills. Must be able to adapt easily to changing situations and priorities.  Knowledge of latest trends in human resources, training, e-learning, and employee development.  Ability to create innovative solutions to business issues. 
• The ideal candidate will be decisive and persuasive but not be an “ego” driven individual. The person will need to lead by example and be “hands on”  with the ability to see the big picture.
• The successful candidate will be a natural leader whose strengths and style complement the existing team. S/he will be a respected employee of the highest integrity and a leader who can positively affect the culture, external image, and inspire performance.

Interested in learning more or know the right person? Email mandeep@hhcsearch.com

about the founder

Carlos Suarez is the Founder of Casa Nela, a hospitality company that operates the New York restaurants Bobo, Rosemary's and Claudette. Born in London to an English mother and Cuban father, Carlos grew up surrounded by a passion for food at home. However, it was his arrival at British boarding school at age nine that forged a life defining relationship with food. Thrown into a world of stodgy English cooking and unfamiliar accents, suddenly home cooked meals amidst the love and familiarity of the kitchen table took on exponentially new meaning.

The son of an entrepreneur, Carlos always intended to follow in his father's footsteps, prompting his decision to attend the Wharton School as an undergraduate. However, after nine years of English schooling, Carlos again found himself the outsider. At his father's suggestion he sought out South Philly's Italian market and began hosting dinner parties; ultimately realizing the power of food to bring people together. 

While Carlos initially embarked on a career in finance, it wasn't long before he decided to pursue his true passion. Starting as a reservationist at Blue Fin at the W Hotel Times Square, Carlos subsequently worked his way into the management ranks of BRGuest, learning alongside the many talented GM's and Chefs of the group's diverse New York holdings.

After several years of training, Carlos set out on his own, opening the West Village restaurant, Bobo, in 2007, followed by Rosemary's and its rooftop farm in 2012, and the Provencal hit Claudette in 2014. While each of the restaurants is distinctly unique, they all express Carlos' passion for food and the comfort of home.

In 2014 Carlos created the management company Casa Nela to operate his restaurants and to develop new hospitality, hotel and agricultural businesses. While actively developing new businesses, including Rosemary's Tokyo, Carlos is focused on positioning Casa Nela as a premier employer in the industry, providing training, career development and ownership opportunities for his growing team.

instant interview

If you are excited about the position and know that you are right for the role, the easiest way to get to the top of the list is to submit a video interview. By clicking on the link below, you will be taken to a series of questions that will take less than 15 minutes to complete. It is a great way to stand out beyond your resume!

Up to $500 for referrals!

If you are not interested in this particular role but have people in your network that could be a good fit, we would love to help them. For any person we place at any of our clients that you refer to us, we send you a check for $500.

Each person is limited to only 3 referrals maximum so please only refer your best and help continue to build the best culinary network.