Deputy Manager - Regional Training

As the Store Learning & Development professional, your primary role is to identify and develop a Succession Pipeline for all key roles within Restaurants. This involves ensuring the development of Top Talent to the Operations Consultant role and transitioning new Restaurant Managers. - Coordinate classes and training sessions - Assess the impact on restaurant results through student evaluations - Motivate individuals and enhance competencies - Improve performance to contribute effectively to restaurant results Responsibilities: - Ensure timely rollout of new products/initiatives in the market - Provide communication and feedback to restaurant management - Identify success and opportunities for people development and People Processes - Set and enforce training standards for adherence by restaurants - Establish training minimums and standards Qualifications Required: - Conduct Training Need Analysis and People GAP Analysis for the market - Develop metrics/processes to track training process adherence across stores for standardization - Evaluate People Knowledge for key restaurant roles - Possess excellent relationship-building and networking skills within the Market and with Internal Stakeholders/Functional Heads - Deal with ambiguity, be assertive, and take a proactive approach As the Store Learning & Development professional, your primary role is to identify and develop a Succession Pipeline for all key roles within Restaurants. This involves ensuring the development of Top Talent to the Operations Consultant role and transitioning new Restaurant Managers. - Coordinate classes and training sessions - Assess the impact on restaurant results through student evaluations - Motivate individuals and enhance competencies - Improve performance to contribute effectively to restaurant results Responsibilities: - Ensure timely rollout of new products/initiatives in the market - Provide communication and feedback to restaurant management - Identify success and opportunities for people development and People Processes - Set and enforce training standards for adherence by restaurants - Establish training minimums and standards Qualifications Required: - Conduct Training Need Analysis and People GAP Analysis for the market - Develop metrics/processes to track training process adherence across stores for standardization - Evaluate People Knowledge for key restaurant roles - Possess excellent relationship-building and networking skills within the Market and with Internal Stakeholders/Functional Heads - Deal with ambiguity, be assertive, and take a proactive approach