Background
A mid-sized restaurant chain operating across multiple U.S. states, employing over 300 staff members, had been relying on each location to manage its own hiring, onboarding, payroll, and employee relations. While this decentralized approach offered flexibility, it resulted in inefficiencies and significant compliance risks.
The restaurant industry already faces high employee turnover. For a multi-state operator, the complexity is multiplied — each state has its own minimum wage requirements, overtime rules, break and meal period laws, and paid sick leave policies. Without a unified HR framework, the company was vulnerable to legal disputes, inconsistent employee experiences, and operational inefficiencies.
Challenges
- Lack of Standardized HR Processes
Each location followed its own methods for recruitment, onboarding, training, and termination, leading to inconsistent employee experiences and misaligned practices. - High Employee Turnover
With no structured training or career development pathways, new hires often resigned within three months. Annual turnover exceeded 65%, putting constant pressure on recruitment. - Significant Compliance Risks
The company had no formal employee handbook. Policies were communicated verbally, making it difficult to defend the company in case of disputes or labor audits. - High Recruitment and Training Costs
Frequent turnover drove up advertising spend and training costs, cutting into profit margins.
Solutions Implemented
Dominus Vision designed and executed a full-scale HR compliance and operational improvement program:
- Unified HR Processes & Policies
- Developed company-wide standardized procedures for recruitment, interviews, onboarding, probationary reviews, and terminations.
- Created a consistent onboarding package for all locations, including offer letters, I-9, W-4, state tax forms, and employee handbook acknowledgment forms.
- Employee Handbook Creation & Compliance Audit
- Drafted a bilingual (English & Mandarin) employee handbook covering wage and hour policies, working hours, leave entitlements, anti-discrimination and harassment prevention, and employee conduct.
- Established an annual review process to ensure policies remain compliant with both federal and state regulations.
- Standardized Recruitment & Training Programs
- Implemented a consistent training framework, including new hire orientation, role-specific skill training, and leadership development for management staff.
- Leveraged a mix of online and in-person training to reduce costs associated with geographically dispersed teams.
- Data-Driven HR Management
- Introduced a cloud-based time and attendance system to automate payroll calculations and track labor costs in real time.
- Built a multi-state HR dashboard for headquarters to monitor staffing levels, turnover rates, and compliance metrics.
Results Achieved
- Reduced Turnover
Overall employee turnover dropped from 65% to 40% within six months, with retention rates for key roles (chefs, managers) improving by 35%. - 100% Compliance Rate
Standardized documentation and procedures eliminated compliance violations. The company passed all state labor inspections without penalties. - Lower Recruitment & Training Costs
With a more stable workforce, recruitment frequency declined, reducing hiring and training costs by 25%. - Improved Employee Satisfaction
Internal surveys reported a 42% increase in employee ratings for policy clarity and fairness, fostering a more positive workplace culture.