
Implementation Specialist, Restaurant Systems
Atlanta, GAFull-timePosted 1 day agoStill listed today
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At a glance
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Job overview
The Implementation Specialist, Restaurant Systems assists with rolling out Papa John's Back of House software to optimize labor costs, manage food waste, and streamline employee scheduling. The role combines hands-on training with backend data analysis, partnering with a software vendor to train restaurant management teams and helping build, validate, and implement labor rules and analytics across corporate and franchisee-owned locations.
Skills & qualifications
Skills
Full job description
What’s Unique About You Is What Makes Us Better! Diversity is our strength and competitive advantage. Bring your flavor to the Papa John's team today!
Job Summary The Implementation Specialist, Restaurant Systems is responsible for assisting in the rollout of our the Back of House (BOH) software designed to optimize labor costs, manage food waste, and streamline employee scheduling.
This position is a unique blend of hands-on training and backend data analysis. The role partners directly with our software vendor to co-facilitate large-scale training classes for restaurant management teams. In addition, the role is responsible to analyze data, helping to build, validate, and implement critical labor rules and analytics across both corporate and franchisee-owned locations.
Duties and Responsibilities (other duties as assigned) Program Deployment & Execution
Training & Implementation (Classroom Facilitation)
- Co-Facilitate Training: Partner with our software vendor to deliver engaging, high-energy training sessions for large groups of general managers, district managers, and franchisees.
- System Adoption: Ensure end-users thoroughly understand BOH systems, including scheduling tools, inventory management, and labor matrix configurations.
Labor System Configuration & Analytics Validation
- Rule Creation & Testing: Assist in translating local labor laws, minor regulations, and company productivity standards into backend software configurations.
- Data & Analytics Validation: Audit, test, and analyze labor matrices to ensure the software accurately generates schedules, tracks metrics, and hits labor targets before deploying to live stores.
- Franchisee Support: Assist franchise owners in setting up and customizing their labor parameters, helping them interpret their data to align with operational needs while maintaining brand standards.
Everybody loves pizza, which means they also love the people who are behind the scenes working to deliver it. This is complex and challenging work – but let’s face it – it’s also pizza! If you want a fulfilling career with a company that’s always moving forward, we’re the right place.
Papa John's is a Federal Contract employer who participates in E-Verify to confirm employment eligibility for each new team member. For more information please view the following PDFs: E-Verify Poster (English) - Right to Work Poster (English) - E-Verify Poster (Spanish) - Right to Work Poster (Spanish) Papa John's is an Affirmative Action and Equal Opportunity Employer. For more information please click on the following PDF. See terms & conditions for site use.
How this job compares
Set against the 2,851 open Trainer jobs on Olive Jobs, counted October 28, 2026.
- Pay
- This postingNot listed
- Georgia median$64–102K/yr28 salary ranges
- Georgia median$22–29/hr20 hourly ranges
- Openings
- Olive Jobs lists 101 open Trainer jobs in Georgia and 2,851 across the US. 5% of them nationwide are listed as remote or flexible.
- Hiring the most in Georgia
- Choisys Technology5 open
- Goodwill Southeast Georgia5 open
- State of Georgia5 open
- Experience
- Trainer postings that state a minimum ask for 4 years of experience at the median; the middle half ask for 2 to 5 years (1,765 postings).
- Education
- 897 of the 2,851 open Trainer jobs (31%) ask for a bachelor's degree or higher.
Counted across the open, public US postings on Olive Jobs on October 28, 2026. Pay medians are the middle values of the low ends and of the high ends of postings that list both ends of a range in the same cadence (a yearly salary or an hourly rate); a range's midpoint is halfway between its ends. Pay and experience figures resting on fewer than 20 postings are left out.
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