Manager, Team Member Experience
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. Must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info, remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions). Also must not include sections with placeholder/filler like "commensurate with experience". Pay and Schedule sections only if posting actually states them. The posting includes compensation range: $55,000-$65,000/year + 10% bonus potential. Also says final offered salary based on factors. So we have Pay info. Schedule? Not explicitly given; mentions flexible shifts, weekends, holidays, ability to work 50-60 hours per week, flexible shifts. That could be schedule info. The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." We have Pay stated. Schedule: they mention ability to work flexible shifts and schedules, inclusive of weekends and some holidays, ability to work 50-60 hours per week. That's schedule info. So we can include Schedule section.
Benefits: they list many benefits under "What You Will Get". So we include Benefits section.
Responsibilities: there is "How You Will Succeed" with bullet-like paragraphs. Also "What You Will Get" is benefits. "How You Will Succeed" seems responsibilities. Also "What You Will Bring" is qualifications/requirements. Also "About the role" maybe from first paragraph. We'll need to decide sections.
We must use for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive info, not invent or summarize away detail. So we need to include details like compensation range, bonus potential, factors, etc. Also list benefits exactly as given.
We need to remove boilerplate: EEO statements, "Cooper’s Hawk reviews several factors when establishing compensation..." maybe that's part of Pay? Actually it's a statement about compensation. Might be considered boilerplate? It's not EEO but it's a disclaimer about third-party salaries. Might be considered legal boilerplate? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. That line about salaries may be legal disclaimer; but it's about compensation. Might be considered legal. Safer to keep? The instruction says remove legal boilerplate. That line is a legal disclaimer about third-party salaries. I'd remove it. Also the EEO paragraph definitely remove. Also "About Us" maybe not needed? It's about company description; could be considered "About the role"? Might be considered extra but not boilerplate. However it's not about the role; it's about company. Could be considered filler but maybe we keep as "About the role"? The instruction: "Prefer a few substantive sections over many thin ones." Could combine role description and about us into About the role? But we must not invent headings. We have headings list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose which to include.
We have content for About the role: first paragraph about shaping journey, leading initiatives, etc. Also maybe the "About Us" could be considered part of About the role? Might be okay to include as part of About the role.
Responsibilities: the "How You Will Succeed" bullet points (multiple paragraphs each starting with a bold phrase). We need to turn each into list items? The instruction: use
- for any list of duties/requirements/benefits. So we can treat each bullet as list item.
Requirements/Qualifications/Skills: The "What You Will Bring" includes many items: must represent values, age, experience, passion, knowledge, communication, multi-task, first aid, flexible shifts, lift 50 lbs, stand 10 hours, work 50-60 hours, read/write English, etc. Some are requirements, some are skills. We could split into Requirements (must have experience, age, etc.) and Skills (communication, interpersonal, leadership, multi-task, etc.). But we need to decide based on headings list. We could include Requirements and Skills sections.
But we must not create sections with filler. Ensure each section has real specific content.
Let's extract:
About the role:
- "As a Manager of Team Member Experience at Cooper’s Hawk, you’ll play a vital role in shaping the journey of our Team Members—from their first day to every milestone along the way. As a standard bearer of the brand, you’ll lead initiatives that attract, connect, engage, and retain top talent, all while promoting our company values and supporting the growth of our business. With a focus on hiring, training, onboarding, recognition, engagement, talent development, and HR support, you’ll help create a workplace where Team Members feel valued, supported, and inspired."
That's substantive.
Responsibilities (How You Will Succeed):
List items:
- Show Up Ready: Come prepared, stay sharp, and start strong. Develop quarterly staffing plans and partner with Talent Acquisition to ensure sourcing strategies are in place
- Maintain applicant tracking systems and ensure internal job postings are visible to current Team Members
- Ensure onboarding and offboarding processes are timely, organized, and positive
- Participate in orientations and ensure training materials and uniforms are available
- Own What You See: Take responsibility, jump in, and do what needs to be done. Collaborate with trainers and managers to ensure training programs are executed and standards are met
- Conduct 30/60/90-day check-ins with new hires and communicate progress to department managers
- Track and analyze time-in-position data and identify training and development opportunities
- Ensure compliance with HR systems, certifications, and break policies
- Stay in Sync: Communicate often, move with your team, and keep service flowing. Attend Community and manager meetings to stay aligned with team needs
- Observe new Team Members on shift and provide feedback to support success
- Partner with department managers and HR to coordinate leaves of absence and return-to-work transitions
- Share engagement and retention insights with the GM and Area Director
- Partner with managers to identify internal talent for hourly leadership roles
- Follow policies, systems, and standards and ensure others are doing the same
- Make It Personal: Be genuine, listen well, and tailor the experience. Conduct Stay Interviews and gather feedback to improve the Team Member experience
- Provide guidance on Paylocity functions and benefits utilization
- Ensure Team Members feel heard, supported, engaged and celebrated
- Add a Touch: Go beyond the expected to create memorable moments. Promote a culture of fun and recognition through celebrations, events, and milestones
- Coordinate charity events and community involvement opportunities
- Lead the creation of monthly boards with tasting notes, Chef Recs, and Wine Club updates
- Celebrate Team Member achievements and life events
- Interact with Guests and Team Members in the restaurant to ensure uncompromising hospitality
We need to keep each as list item. Some items have multiple sentences; that's fine.
Benefits (What You Will Get):
List:
- 50 percent Dining and Carryout Discount
- 40 percent Retail Wine Discount
- 20 percent Discount on Retail and Private Events
- Monthly Complimentary Wine Tasting for Two
- Medical, Prescription, Dental, Vision and Telehealth plus Wellness Discount
- 401(k) with Company Match
- Health & Flexible Savings Accounts- Health and Dependent Care
- Long-Term Disability; Voluntary Short-Term Disability
- Basic Life and AD&D Insurance (with option to purchase additional coverage)
- Paid Parental Leave
- Paid Time Off
- Access to Team Member Relief Program
- Wellness and Mental Health Support
- “Everyday Benefits” Program to include insurance coverage (pet, life, auto, home/property) and employee discounts on goods and services
- Team Member Rewards, Milestone Recognition and Referral Bonuses
- Career Development Opportunities
We need to keep exactly as given.
Pay:
- Compensation range is $55,000-$65,000/year + 10% bonus potential.
- The final offered salary will be based on several factors, including but not limited to the candidate's depth of experience, skill set, qualifications, and internal pay equity.
We could combine into a
.
Schedule:
- Must be able to work flexible shifts and schedules, inclusive of weekends and some holidays
- Has the ability to work 50-60 hours per week
- Ability to work flexible shifts and schedules, inclusive of weekends and some holidays (duplicate)
We should deduplicate.
Also mention: "Must be able to work flexible shifts and schedules, inclusive of weekends and some holidays" appears twice. We'll keep one.
Also "Has the ability to work flexible shifts and schedules, inclusive of weekends and some holidays" duplicate.
We'll include schedule items.
Requirements:
- Must be at least 21 years of age
- Must have experience as a New Restaurant Opening Trainer, Lead Restaurant Trainer, or in management at Cooper's Hawk Winery & Restaurants or have previous management experience with another restaurant concept
- Must have a passion for hospitality
- Has knowledge of operations in the tasting room, front of house, and kitchen to understand the Team Member experience in each part of the restaurant
- Maintains basic knowledge of first aid and handling emergencies
- Must be able to read, write and understand English
- Must be able to lift and carry up to 50 lbs.
- Must be able to stand for at least 10 hours per shift
Skills:
- Is able to communicate clearly and effectively with strong interpersonal and leadership skills
- Has the ability to multi-task and work effectively in a fast-paced environment
- Ability to work flexible shifts and schedules, inclusive of weekends and some holidays (but that's schedule)
But we already have schedule.
We could treat communication, interpersonal, leadership, multi-task as skills.
We need to avoid duplication.
Let's craft sections:
About the role
As a Manager of Team Member Experience at Cooper’s Hawk, you’ll play a vital role in shaping the journey of our Team Members—from their first day to every milestone along the way. As a standard bearer of the brand, you’ll lead initiatives that attract, connect, engage, and retain top talent, all while promoting our company values and supporting the growth of our business. With a focus on hiring, training, onboarding, recognition, engagement, talent development, and HR support, you’ll help create a workplace where Team Members feel valued, supported, and inspired.
Responsibilities
- Show Up Ready: Come prepared, stay sharp, and start strong. Develop quarterly staffing plans and partner with Talent Acquisition to ensure sourcing strategies are in place
- Maintain applicant tracking systems and ensure internal job postings are visible to current Team Members
- Ensure onboarding and offboarding processes are timely, organized, and positive
- Participate in orientations and ensure training materials and uniforms are available
- Own What You See: Take responsibility, jump in, and do what needs to be done. Collaborate with trainers and managers to ensure training programs are executed and standards are met
- Conduct 30/60/90-day check-ins with new hires and communicate progress to department managers
- Track and analyze time-in-position data and identify training and development opportunities
- Ensure compliance with HR systems, certifications, and break policies
- Stay in Sync: Communicate often, move with your team, and keep service flowing. Attend Community and manager meetings to stay aligned with team needs
- Observe new Team Members on shift and provide feedback to support success
- for any list of duties/requirements/benefits. Use
for prose. We need to preserve all substantive info, not invent or summarize away detail. So we need to include details like compensation range, bonus potential, factors, etc. Also list benefits exactly as given. We need to remove boilerplate: EEO statements, "Cooper’s Hawk reviews several factors when establishing compensation..." maybe that's part of Pay? Actually it's a statement about compensation. Might be considered boilerplate? It's not EEO but it's a disclaimer about third-party salaries. Might be considered legal boilerplate? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. That line about salaries may be legal disclaimer; but it's about compensation. Might be considered legal. Safer to keep? The instruction says remove legal boilerplate. That line is a legal disclaimer about third-party salaries. I'd remove it. Also the EEO paragraph definitely remove. Also "About Us" maybe not needed? It's about company description; could be considered "About the role"? Might be considered extra but not boilerplate. However it's not about the role; it's about company. Could be considered filler but maybe we keep as "About the role"? The instruction: "Prefer a few substantive sections over many thin ones." Could combine role description and about us into About the role? But we must not invent headings. We have headings list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose which to include. We have content for About the role: first paragraph about shaping journey, leading initiatives, etc. Also maybe the "About Us" could be considered part of About the role? Might be okay to include as part of About the role. Responsibilities: the "How You Will Succeed" bullet points (multiple paragraphs each starting with a bold phrase). We need to turn each into list items? The instruction: use
- for any list of duties/requirements/benefits. So we can treat each bullet as list item.
Requirements/Qualifications/Skills: The "What You Will Bring" includes many items: must represent values, age, experience, passion, knowledge, communication, multi-task, first aid, flexible shifts, lift 50 lbs, stand 10 hours, work 50-60 hours, read/write English, etc. Some are requirements, some are skills. We could split into Requirements (must have experience, age, etc.) and Skills (communication, interpersonal, leadership, multi-task, etc.). But we need to decide based on headings list. We could include Requirements and Skills sections.
But we must not create sections with filler. Ensure each section has real specific content.
Let's extract:
About the role:
- "As a Manager of Team Member Experience at Cooper’s Hawk, you’ll play a vital role in shaping the journey of our Team Members—from their first day to every milestone along the way. As a standard bearer of the brand, you’ll lead initiatives that attract, connect, engage, and retain top talent, all while promoting our company values and supporting the growth of our business. With a focus on hiring, training, onboarding, recognition, engagement, talent development, and HR support, you’ll help create a workplace where Team Members feel valued, supported, and inspired."
That's substantive.
Responsibilities (How You Will Succeed):
List items:
- Show Up Ready: Come prepared, stay sharp, and start strong. Develop quarterly staffing plans and partner with Talent Acquisition to ensure sourcing strategies are in place
- Maintain applicant tracking systems and ensure internal job postings are visible to current Team Members
- Ensure onboarding and offboarding processes are timely, organized, and positive
- Participate in orientations and ensure training materials and uniforms are available
- Own What You See: Take responsibility, jump in, and do what needs to be done. Collaborate with trainers and managers to ensure training programs are executed and standards are met
- Conduct 30/60/90-day check-ins with new hires and communicate progress to department managers
- Track and analyze time-in-position data and identify training and development opportunities
- Ensure compliance with HR systems, certifications, and break policies
- Stay in Sync: Communicate often, move with your team, and keep service flowing. Attend Community and manager meetings to stay aligned with team needs
- Observe new Team Members on shift and provide feedback to support success
- Partner with department managers and HR to coordinate leaves of absence and return-to-work transitions
- Share engagement and retention insights with the GM and Area Director
- Partner with managers to identify internal talent for hourly leadership roles
- Follow policies, systems, and standards and ensure others are doing the same
- Make It Personal: Be genuine, listen well, and tailor the experience. Conduct Stay Interviews and gather feedback to improve the Team Member experience
- Provide guidance on Paylocity functions and benefits utilization
- Ensure Team Members feel heard, supported, engaged and celebrated
- Add a Touch: Go beyond the expected to create memorable moments. Promote a culture of fun and recognition through celebrations, events, and milestones
- Coordinate charity events and community involvement opportunities
- Lead the creation of monthly boards with tasting notes, Chef Recs, and Wine Club updates
- Celebrate Team Member achievements and life events
- Interact with Guests and Team Members in the restaurant to ensure uncompromising hospitality
We need to keep each as list item. Some items have multiple sentences; that's fine.
Benefits (What You Will Get):
List:
- 50 percent Dining and Carryout Discount
- 40 percent Retail Wine Discount
- 20 percent Discount on Retail and Private Events
- Monthly Complimentary Wine Tasting for Two
- Medical, Prescription, Dental, Vision and Telehealth plus Wellness Discount
- 401(k) with Company Match
- Health & Flexible Savings Accounts- Health and Dependent Care
- Long-Term Disability; Voluntary Short-Term Disability
- Basic Life and AD&D Insurance (with option to purchase additional coverage)
- Paid Parental Leave
- Paid Time Off
- Access to Team Member Relief Program
- Wellness and Mental Health Support
- “Everyday Benefits” Program to include insurance coverage (pet, life, auto, home/property) and employee discounts on goods and services
- Team Member Rewards, Milestone Recognition and Referral Bonuses
- Career Development Opportunities
We need to keep exactly as given.
Pay:
- Compensation range is $55,000-$65,000/year + 10% bonus potential.
- The final offered salary will be based on several factors, including but not limited to the candidate's depth of experience, skill set, qualifications, and internal pay equity.
We could combine into a
. Schedule: - Must be able to work flexible shifts and schedules, inclusive of weekends and some holidays - Has the ability to work 50-60 hours per week - Ability to work flexible shifts and schedules, inclusive of weekends and some holidays (duplicate) We should deduplicate. Also mention: "Must be able to work flexible shifts and schedules, inclusive of weekends and some holidays" appears twice. We'll keep one. Also "Has the ability to work flexible shifts and schedules, inclusive of weekends and some holidays" duplicate. We'll include schedule items. Requirements: - Must be at least 21 years of age - Must have experience as a New Restaurant Opening Trainer, Lead Restaurant Trainer, or in management at Cooper's Hawk Winery & Restaurants or have previous management experience with another restaurant concept - Must have a passion for hospitality - Has knowledge of operations in the tasting room, front of house, and kitchen to understand the Team Member experience in each part of the restaurant - Maintains basic knowledge of first aid and handling emergencies - Must be able to read, write and understand English - Must be able to lift and carry up to 50 lbs. - Must be able to stand for at least 10 hours per shift Skills: - Is able to communicate clearly and effectively with strong interpersonal and leadership skills - Has the ability to multi-task and work effectively in a fast-paced environment - Ability to work flexible shifts and schedules, inclusive of weekends and some holidays (but that's schedule) But we already have schedule. We could treat communication, interpersonal, leadership, multi-task as skills. We need to avoid duplication. Let's craft sections:
About the role
As a Manager of Team Member Experience at Cooper’s Hawk, you’ll play a vital role in shaping the journey of our Team Members—from their first day to every milestone along the way. As a standard bearer of the brand, you’ll lead initiatives that attract, connect, engage, and retain top talent, all while promoting our company values and supporting the growth of our business. With a focus on hiring, training, onboarding, recognition, engagement, talent development, and HR support, you’ll help create a workplace where Team Members feel valued, supported, and inspired.
Responsibilities
- Show Up Ready: Come prepared, stay sharp, and start strong. Develop quarterly staffing plans and partner with Talent Acquisition to ensure sourcing strategies are in place
- Maintain applicant tracking systems and ensure internal job postings are visible to current Team Members
- Ensure onboarding and offboarding processes are timely, organized, and positive
- Participate in orientations and ensure training materials and uniforms are available
- Own What You See: Take responsibility, jump in, and do what needs to be done. Collaborate with trainers and managers to ensure training programs are executed and standards are met
- Conduct 30/60/90-day check-ins with new hires and communicate progress to department managers
- Track and analyze time-in-position data and identify training and development opportunities
- Ensure compliance with HR systems, certifications, and break policies
- Stay in Sync: Communicate often, move with your team, and keep service flowing. Attend Community and manager meetings to stay aligned with team needs
- Observe new Team Members on shift and provide feedback to support success
- for any list of duties/requirements/benefits. So we can treat each bullet as list item.
Requirements/Qualifications/Skills: The "What You Will Bring" includes many items: must represent values, age, experience, passion, knowledge, communication, multi-task, first aid, flexible shifts, lift 50 lbs, stand 10 hours, work 50-60 hours, read/write English, etc. Some are requirements, some are skills. We could split into Requirements (must have experience, age, etc.) and Skills (communication, interpersonal, leadership, multi-task, etc.). But we need to decide based on headings list. We could include Requirements and Skills sections.
But we must not create sections with filler. Ensure each section has real specific content.
Let's extract:
About the role:
- "As a Manager of Team Member Experience at Cooper’s Hawk, you’ll play a vital role in shaping the journey of our Team Members—from their first day to every milestone along the way. As a standard bearer of the brand, you’ll lead initiatives that attract, connect, engage, and retain top talent, all while promoting our company values and supporting the growth of our business. With a focus on hiring, training, onboarding, recognition, engagement, talent development, and HR support, you’ll help create a workplace where Team Members feel valued, supported, and inspired."
That's substantive.
Responsibilities (How You Will Succeed):
List items:
- Show Up Ready: Come prepared, stay sharp, and start strong. Develop quarterly staffing plans and partner with Talent Acquisition to ensure sourcing strategies are in place
- Maintain applicant tracking systems and ensure internal job postings are visible to current Team Members
- Ensure onboarding and offboarding processes are timely, organized, and positive
- Participate in orientations and ensure training materials and uniforms are available
- Own What You See: Take responsibility, jump in, and do what needs to be done. Collaborate with trainers and managers to ensure training programs are executed and standards are met
- Conduct 30/60/90-day check-ins with new hires and communicate progress to department managers
- Track and analyze time-in-position data and identify training and development opportunities
- Ensure compliance with HR systems, certifications, and break policies
- Stay in Sync: Communicate often, move with your team, and keep service flowing. Attend Community and manager meetings to stay aligned with team needs
- Observe new Team Members on shift and provide feedback to support success
- Partner with department managers and HR to coordinate leaves of absence and return-to-work transitions
- Share engagement and retention insights with the GM and Area Director
- Partner with managers to identify internal talent for hourly leadership roles
- Follow policies, systems, and standards and ensure others are doing the same
- Make It Personal: Be genuine, listen well, and tailor the experience. Conduct Stay Interviews and gather feedback to improve the Team Member experience
- Provide guidance on Paylocity functions and benefits utilization
- Ensure Team Members feel heard, supported, engaged and celebrated
- Add a Touch: Go beyond the expected to create memorable moments. Promote a culture of fun and recognition through celebrations, events, and milestones
- Coordinate charity events and community involvement opportunities
- Lead the creation of monthly boards with tasting notes, Chef Recs, and Wine Club updates
- Celebrate Team Member achievements and life events
- Interact with Guests and Team Members in the restaurant to ensure uncompromising hospitality
We need to keep each as list item. Some items have multiple sentences; that's fine.
Benefits (What You Will Get):
List:
- 50 percent Dining and Carryout Discount
- 40 percent Retail Wine Discount
- 20 percent Discount on Retail and Private Events
- Monthly Complimentary Wine Tasting for Two
- Medical, Prescription, Dental, Vision and Telehealth plus Wellness Discount
- 401(k) with Company Match
- Health & Flexible Savings Accounts- Health and Dependent Care
- Long-Term Disability; Voluntary Short-Term Disability
- Basic Life and AD&D Insurance (with option to purchase additional coverage)
- Paid Parental Leave
- Paid Time Off
- Access to Team Member Relief Program
- Wellness and Mental Health Support
- “Everyday Benefits” Program to include insurance coverage (pet, life, auto, home/property) and employee discounts on goods and services
- Team Member Rewards, Milestone Recognition and Referral Bonuses
- Career Development Opportunities
We need to keep exactly as given.
Pay:
- Compensation range is $55,000-$65,000/year + 10% bonus potential.
- The final offered salary will be based on several factors, including but not limited to the candidate's depth of experience, skill set, qualifications, and internal pay equity.
We could combine into a