The Regional People Support Manager has four main responsibilities

  1. Talent Acquisition & Planning: track needs, source candidates, conduct interviews, support onboarding
  2. Team Member Relations: provide expertise, resolve issues, conduct investigations, answer questions
  3. Systems & Analytics: support existing process, identify issues, suggest scalable solutions, track results
  4. Partner with Area Leader –coach leaders, drive performance and retention, grow market talent depth

Expected 2017 Deliverables

Complete 30 day in-store orientation to learn the business and get to know our team members

Talent Acquisition & Planning (40%)

  • create sourcing strategy, partner with influencers like culinary schools & community groups
  • identify and train pipeline of in-store market recruiters to coordinate & run engaging hiring fairs
  • build and implement a toolkit to improve in-store recruiting results and empower the head coach
  • maintain regular job postings and ensure timely and impactful candidate communication
  • design and implement strategic field recruiting events to improve candidate awareness

Team Member Relations (30%)

  • ensure local people practices complies with sweetgreen handbook, federal, state and local laws
  • lead 2016 benefits open enrollment process including launch meetings and enrollment support
  • manage people support inbox requests for your market to ensure 24 hour response standard
  • coach store leaders on how the use performance management tools to develop a quality team
  • conduct investigations and provide recommendations and insights to treehouse and area leader
  • hold regular office hours to encourage communication and build team member trust 

Build Market (20%)

  • partner with area leader to create 18 month people plan for growth and turnover projections
  • drive individual development plans and communities of learning for high potential team members
  • build brand evangelists through new hire orientation & brand immersion training deliverables
  • ensure new Head Coach training validations and guide leadership to take action when issues arise

Systems & Analytics (10%)

  • Analyze metrics and conduct exit interviews to identify and solve for root cause of turnover
  • Identify local training needs and partner with field learning team to develop solutions
  • Use greenhouse (ATS) to track recruiting metrics and identify areas of opportunity
  • Use monthly reporting to do 1:1 training with head coaches on paycom (HRIS) process
  • Represent local needs in HRIS selection and configuration process, lead local implementation

Desired Traits

  • Achiever: tenacious, results driven, motivated by identifying and solving complex problems
  • Role Model: high degree of personal integrity, and a reputation for having excellent judgment
  • Change Oriented: maturity to embrace ambiguity and adapt to continuing innovation at sweetgreen.
  • Trusted Coach: prioritizes relationships, sought after by others for their opinion, learning oriented
  • Progressive: desire to blaze the trail, try different strategies, and not rely on what’s always been done
  • Project Manger: Passion for organization and an aptitude for prioritizing multiple projects.
  • Approachable: can quickly build trust and credibility across all levels of the organization
  • Proficiency in Microsoft Office Suite, Adobe Acrobat, InDesign, and experience with HRIS, scheduling tools, ATS and other people platforms
  • Ability travel daily within a market and outside of home market for up to 25% of work schedule.

Desired Experience

  • 3+ years sourcing, and interviewing hourly and salary roles in a retail or restaurant environment
  • 2+ years experience handling employee relations for an hourly workforce
  • 3+ years experience partnering with regional operations teams to roll-out HR or training initiatives
  • 1 + years experience reducing legal risks and ensuring regulatory compliance.
Apply for this Job
* Required
File   X
File   X


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at sweetgreen are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.


Share this job: