Today's Human Resources can be your competitive advantage — stop losing money to turnover, disengagement, and compliance gaps. Senior-level people ops built for independent restaurant groups.
The cost of turnover, disengagement, and compliance is real. You're likely already paying for this — just not in the way you want. Reallocating those hidden costs into intentional investments will improve your team's experience and your restaurant's performance.
With a robust background in Food and Beverage operations and Human Resources, Hospitality People Ops. (HPO) offers innovative support for the independent restaurant groups that mean so much to our communities.
Pricing is designed with the independent operator in mind:
Try our People Ops Assessment and receive a FREE 1-Hour Consultation
HPO is now offering Full-Cycle Recruitment as a standalone serviceComprehensive people operations support built for the speed and complexity of the restaurant industry.
"I had no idea we were close to the ACA threshold until Jim flagged it. He helped us get compliant before it became an expensive problem. That alone paid for his services."
"I always assumed real HR support was only for big companies. Jim works the way independent restaurants work — flexible, practical, and without the corporate overhead. It's the first time HR has felt like something that belongs in my business."
"We spent months trying to fill a key manager role on our own. Jim took it over and had the right person in the seat in three weeks. The process he used was so much better than anything we'd tried."
"What sets Jim apart is that he genuinely understands restaurants. He's not translating corporate HR into our world — he already lives in it. That made all the difference."
The average restaurant spends $75K per year on turnover alone. Add compliance gaps, disengagement, and management overhead — and you're funding a people problem instead of growing your business.
Twelve focus areas covering every dimension of your people operations — from day one through career development.
Full-cycle recruiting and staffing strategies built for the hospitality pace.
Internal communication frameworks that keep your team informed and engaged.
HRIS consultation, selection, and rollout tailored to your operation.
Affordable health and welfare benefit options for every budget.
Conflict resolution and workplace culture strategies that retain people.
Training programs and career pathing designed for hospitality roles.
Fractional and on-demand senior HR guidance when you need it.
Custom handbooks and SOPs that reflect your culture and ensure compliance.
Engagement surveys, pulse checks, and action planning frameworks.
Identify and eliminate hidden people costs driving down your margins.
Fully managed HR functions delivered as an extension of your team.
People strategy aligned with your growth and operational roadmap.
Stop spending 10+ hours a week on hiring. HPO manages every stage — from role profiling and multi-channel posting through structured interviews, reference checks, and signed offer letters.
A comprehensive review of your current HR practices with a FREE 1-hour consultation. Take the assessment →
Monthly or hourly access to senior HR expertise — the firepower of a full HR department without the full-time overhead.
Project-based overhaul of your employee handbook and SOPs to reflect your current culture and compliance obligations.
Our Trust Model is how businesses like yours transform their operations for the new hospitality industry. HPO specializes in delivering the right amount of support and the right level of expertise — only when you need it. We engage proactively, not reactively.
The new workforce never waits for information. Your employees won't either. We build communication strategies that meet them where they are.
Affordable health and welfare options — a customized combination for everyone on every budget, including flexible scheduling.
The new workforce wants to be developed. HPO knows what that actually means in today's hospitality industry — and it doesn't need to cost a lot.
Everyone deserves to feel comfortable, welcomed, and valued at work. It's not a nice-to-have — it's a must-have for the new hospitality industry.
Most operators manage hiring, onboarding, and development as three separate problems. HPO connects them into a single strategy — so each investment in people compounds over time. When recruiting, training, and engagement are aligned, your team stays longer, performs faster, and grows with your business.
Most independent operators assume competitive benefits are out of reach. They're not. HPO works with specialized brokers to build innovative, budget-friendly packages — including voluntary-only structures and HRA models that cost employers as little as $0 out of pocket while still giving your team access to real coverage.
Durham Tech Culinary & Hospitality Advisory Board
NC Dept. of Labor — Job Corps Volunteer
NC Museum of Art Volunteer
As a Human Resource leader and business partner in operational and staff leadership roles, Jim forms strong partnerships with managers at all levels to create and execute strategic plans. In today's competitive markets, it is essential for all customer-driven operations to deliver an exemplary service model — and Jim's background has forged this convergence within Human Resources.
Jim's experience spans all facets of the hospitality industry. His background in high-volume, multi-faceted, global service organizations provides the foundation to understand client needs — generating innovative solutions that yield mutually beneficial outcomes.
Early in his career, Jim worked as an executive chef for hotels and restaurants throughout the northeast, including Restaurant Associates, Princeton University, Intercontinental, Hilton, and Omni hotels. The majority of his hospitality HR experience was with HMS Host (Airports and Motorways Division) and Aramark Sports and Entertainment, including the opening of the MLB NY Mets venue.
Currently, he serves as a fractional HR Advisor building sustainable and scalable processes for small to mid-sized multi-unit hospitality and retail businesses.
Jim received his BS in Management and Marketing from Franklin Pierce University and his AOS from the Culinary Institute of America. He earned the ACF's Certified Executive Chef (CEC) designation in 2001, achieved his SPHR certification in 2003, and added the SHRM Senior Certified Professional (SCP-SHRM) in 2020 — maintaining both HR certifications through ongoing professional development.
Jim helps small to mid-sized organizations benefit from a Center of Excellence mentality while leading organizational development toward a sustainable human resources model. Driving capacity, capability, and engagement are his keys to building a healthy business — one restaurant at a time.
Hospitality People Ops. (HPO) — We are passionate about the future of work and helping transform the hospitality industry through a people-first mindset.
Take the People Operations Assessment and receive a free 1-hour consultation with Jim.