Build the team that builds the store. Own hiring, onboarding, training program design, leadership development, and culture for Chick-fil-A Hueytown's founding team of ~80.
Express Interest in This RoleThe Training & Talent owns the people side of the business — hiring, onboarding, training program design, leadership development, and culture. In a brand-new restaurant projecting $7M–$8M in year-one revenue with a founding team of approximately 80 people, this is the role that builds the team that builds the store. You are not filling positions. You are assembling a founding team whose character and competence will set the cultural DNA for years to come.
What makes this role distinct from a standard talent function is the word training. The Hueytown training program does not exist yet. You are not inheriting a curriculum — you are building one. That means designing systems for how people learn, how standards get transferred, and how a new team gets from orientation to operational excellence in a compressed window. If you have designed training from scratch before — not just delivered it — that experience is exactly what this role calls for.
You own the full talent lifecycle: attraction, selection, onboarding, development, retention, and care. Every new hire's first impression of Chick-fil-A Hueytown runs through you. Every team member's growth plan has your fingerprint on it. When the team is healthy, engaged, and developing — that is your work showing. When it is not, that is your accountability.
This is not an HR administrator role. It is not a training coordinator role. This is a leader who owns two critical systems of the business — the people system and the learning system — and who has the instincts to build both from nothing. You will partner closely with the Executive Director on team culture and with the Operations team on performance. You think strategically about talent pipelines, act tactically on daily people issues, and carry the culture in everything you do.
If you believe that the right people in the right seats with the right development is what makes a restaurant extraordinary — and you want to prove it by building it from scratch — this is the role.
The Hueytown training program doesn't exist yet. You build it. That means designing the full curriculum — new hire onboarding, systems and process training, service standards, recertification programs, and leadership development pathways — and then delivering it with the kind of engagement that makes learning stick. You use active methodologies: teach-back structures, motivation-linked accountability, real-time coaching. You don't just run a class. You engineer an experience that transfers competence and builds confidence. For grand opening, you will lead the training sprint that takes approximately 80 people from hired to ready in 6–7 weeks. You will train trainers, not just trainees. You will build the systems that outlast the sprint.
You build and manage the recruiting engine — job postings, application screening, phone screens, interview scheduling, and candidate experience. You hire for attitude and relationship instinct first, knowing that skills are trainable and character is not. For grand opening, you will lead the sprint to hire approximately 80 founding team members in 6–7 weeks. After opening, you maintain a perpetual pipeline that keeps the team fully staffed without emergency hiring. You own the employer brand — how people perceive working at CFA Hueytown before they ever apply.
The first 72 hours determine whether a new hire stays for 72 days or 72 months. You design and execute an onboarding experience that makes every new team member feel welcomed, prepared, and clear on expectations. That includes orientation, uniform distribution, training assignment, and a personal connection with leadership. Every new hire attends a welcome dinner with the Operator.
You create and maintain the development infrastructure — performance reviews, growth plans, leadership development programs, and the career pathway from Team Member → Trainer → Team Leader → Manager → Director. You identify high-potential team members early and invest in them deliberately. Development is not a quarterly event — it is a daily discipline.
You constantly assess team morale through observation, conversation, and quarterly surveys. You manage birthday and anniversary recognition, team events, service projects, and the small acts of care that make people feel valued. You track hours-versus-scheduled, monitor retention trends, and address issues before they become turnover. You raise awareness of Chick-fil-A Remarkable Futures scholarships and help team members navigate educational opportunities.
You are a primary carrier of the Hueytown Method. You weave the core values — H.A.B.I.T.S. — into hiring criteria, onboarding, training, and everyday conversation. You craft the organizational narrative. When the culture is strong, you reinforce it. When it drifts, you are the first to call it and course-correct.
The Executive Director owns the whole business. Operations owns execution. You own the people who execute and the systems that develop them. That means constant partnership — on staffing levels, team performance, difficult conversations, scheduling conflicts, and development needs. When a team member is struggling, you both own the outcome.
You have direct experience building or significantly improving a people and learning system — not just following an inherited process. You understand that hiring is not about filling seats, and training is not about running a class. It is about selecting the right people, designing the right experience, and developing them into something extraordinary.
Preferred but not required:
People skills are necessary but not sufficient. We hire on character first. The Hueytown Method is built on H.A.B.I.T.S. The Training & Talent position must embody every one of them — because you cannot develop in others what you do not live yourself. The person who thrives here sees a room of 40 new hires and thinks about how to design an experience that makes every one of them better. They hire on gut and relationship instinct, then build the systems to develop what they saw in the interview. They are as comfortable in a logistics conversation as a coaching conversation. They can run a grand opening training sprint and then document what they learned so it can be repeated.
The Hueytown Method is our operational philosophy — a documented framework for how we lead, serve, and build. The Training & Talent position is one of its primary internal carriers and one of its primary architects — you embed the culture into every hire, every onboarding, every development conversation, and every act of employee care. Over time, you help write the playbook, not just run it.
Chick-fil-A Hueytown is being built to last — and the leadership structure will grow as the business grows. This role is designed to expand with the right person:
We'd love to hear from you. This is a founding team — the people who join now help set the standard for everything that comes after.
Express Interest in This Role