Sr Director Franchising | Atlanta, GA | Papa Johns

Sr Director Franchising



This position is responsible for managing the Global Development Database with ongoing training, implementing system additions/improvements, identifying, testing and resolving bugs and managing user access/roles/security. Manages and leads Domestic Franchise store transfer qualification, Right of First Refusal review and approval processes. Manages the tracking and communication for Domestic development incentives, extensions, amendments and terminations.

ESSENTIAL DUTIES AND RESPONSIBILITIES - includes the following. Other duties may be assigned.

  • Administrator of the Global Development Database, where all sites/stores/development agreements are tracked, and owners/operators information is maintained. Responsible for ongoing training, implementing system additions/improvements, identifying, testing and resolving bugs and managing user access/roles/security. Works in collaboration with the IDS team and manages third party consulting resources to establish functional requirements for technology solutions.
  • Manages and leads the Domestic Franchise store transfer and ownership change requests from initial contact and qualification through completion of documents and transfer closings. Collaborates with franchisees, FBDs, DVPs, senior management, attorneys, escrow agents, Legal and Finance. Responsible for obtaining senior managements decisions on PJIs Right of First Refusal (ROFR) and maintaining the ROFR report.
  • Represents and manages Developments role in the acquisitions and divestitures of existing restaurants.
  • Communicates and tracks the Domestic development incentive programs.
  • Manages and documents the Domestic development agreement extensions, amendments and terminations. Communicates decisions to the franchisees.
  • Manages the Strategic Market Planning team, the Global Development Administrator, Corporate Facilities Administrator and the Development Administration Specialist. Creates strategies and collaborative alliances to navigate evolving initiatives while assisting in preserving time tested core functions.
  • Coaches team with clear expectations by settings goals, aligning priorities and creating plans to hit goals. Provide ongoing guidance and feedback for improved performance.
  • Provide project management expertise to continuously analyze and optimize current business processes to improve overall organization performance.


To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. The below requirements may be substituted for an equivalent combination of education, experience and training that provides the required knowledge, skills and abilities sufficient to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

ORGANIZATIONAL COMPETENCIES (Executive Level): Applies to all team members across the organization.

Interpersonal Savvy: Relates well to all kinds of people-up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.

Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.

Organizational Agility: Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.

JOB COMPETENCIES are classified as the work habits, attitudes, personal characteristics, and behaviors that reflect how a person accomplishes the duties and responsibilities of his/her job.

Fostering a Customer Focused Culture: Acts as a customer service champion, both internally and externally. Takes personal responsibility for increasing customer satisfaction (e.g., restaurant or corporate office customer experience scorecards). Communicates inspirational customer service delivery messages (e.g., facts and stories) across the organization. Ensures that a consistent message has been delivered internally and externally regarding the Papa Johns customer brand. Promotes an environment where team members and leaders (e.g., corporate office or restaurants) are held responsible for their role in delivering the customer service brand promise. Ensures that team members are given the necessary freedom in their jobs to meet customer expectations.

Negotiating: Can negotiate skillfully in tough situations with both internal and external groups; can settle differences with minimum noise; can win concessions without damaging relationships; can be both direct and forceful as well as diplomatic; gains trust quickly of other parties to the negotiations; has a good sense of timing.

Demonstrating Decisiveness: Shows a willingness to jump into action wherever they might be needed (e.g., across the restaurant or corporate office department). Using good judgment, seizes opportunities to improve systems and processes that impact team members performance. Monitors team members and the situations they might be facing, and remains engaged in the day-to-day operations. Identifies when team members and situations change and reacts promptly when support or resources are needed. Demonstrates the ability to make difficult decisions based on a minimum of planning. When necessary, makes the tough calls without any input gathered based on instinct alone.

Leading Change: Ensures that energy and resources are sustained over the long-term of the change. Leverages technology, processes or systems to enhance organizational learning and change. Clearly defines the expectations and how they will change for internal and external stakeholders. Manages any resistance to change within teams. Fosters an environment where team members and leaders egos and sense of entitlement are kept in check. Monitors the team's successes and failures, and shows a willingness to course correct whenever necessary.

Motivating Others: Creates a climate in which people want to do their best; can motivate many kinds of direct reports and team or project members; can assess each person's hot button and use it to get the best out of him/her; pushes tasks and decisions down; empowers others; invites input from each person and shares ownership and visibility; makes each individual feel his/her work is important; is someone people like working for and with.

Managing and Coaching Performance: Uses a mentoring style that is honest, solid and empowering. Drives team performance without compromising the work culture. Provides ongoing coaching and follow up support to help team members achieve their desired performance. When coaching, ensures feedback is both constructive and objective (e.g., based on observation). Verifies that team members have set clear and measurable objectives (e.g., S.M.A.R.T. goals), and are being held accountable to these objectives. Ensures that team members' performance is being reviewed on a regular basis to track their progress against objectives.

Driving High Performance Teams: Creates a team environment where hard and soft resources are openly shared. Facilitates team discussion and open communication (e.g., conducts regular meetings). Clarifies the role and responsibilities of each team member, as well as the leader. Provides a clear line of sight to the common goal for each team member. Sustains the team's energy by reinforcing the value of achieving the shared goal. Regularly assesses the team's performance against the established goal.


  • Expert knowledge of Oracle Peoplesoft database preferred
  • Ability to utilize Microsoft Office tools Excel, Word, Outlook etc, required
  • HP Records Management (Trim) and Docusign, knowledge is preferred
  • Ability to manage numerous projects
  • Strong, diplomatic negotiation skills required

It is the policy of Papa John’s to provide equal employment opportunities for all applicants and team members without regard to race, color, religion, sex, age, marital status or civil partnership, national or ethnic origin, pregnancy or maternity, veteran status, uniformed service (as defined by 10 U.S.C. §101 (a)(5)), protected disability status, genetic information, sexual orientation, gender identity, gender reassignment, or gender expression, or any other characteristic protected by statute or law.