What will I be doing?
The primary responsibilities of this position under direction of the compliance team will review California wage & hour compliance across all managed hotels in CA to align with Hilton policies. This role conducts the weekly audit cycle across every property in the California portfolio, identifies findings, and partners with the appropriate oversight owner to drive action.
The ideal candidate will have a strong understanding of California labor laws, exceptional attention to detail, and the ability to apply a consistent audit checklist across a large, multi-property portfolio. Prior experience with Unifocus or other timekeeping systems is preferred.
Position Summary
In this role you will review weekly payroll and time records across all managed California hotels to ensure accuracy with respect to wages paid and time worked by each team member; identify incomplete records and pay anomalies and surface findings related to meal & rest break compliance, regular rate of pay, sick pay application, final paychecks, and earning code usage. Forward findings on properties in the Sr HR Manager''s oversight portfolio with classification and recommended next steps. Own the property relationship and findings action for the assigned Northern California portfolio. Document findings from the weekly audit pass and ensure timely follow-through with the appropriate owner. Act as a resource to onsite payroll specialists on day-to-day wage & hour questions.
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Qualifications - Internal
What are we looking for?
We seek a self-starter with a collaborative attitude that personifies hospitality and has a passion for people. We believe the success in this role will demonstrate itself through the following attributes and skills:
Strong organizational skills with excellent time management and the ability to manage a structured weekly audit cadence across a large multi-property portfolio.
Strong written communication skills for documenting findings, classifying severity, and partnering with property leaders on corrective action.
Exceptional attention to detail with the ability to spot patterns, anomalies, and outliers across a large dataset.
Ability to collaborate with others to deliver timely and practical solutions.
Understanding of our cyclical HR programs and activities and familiarity with our HRIS and timekeeping systems including TMX, Unifocus, and Oracle.
Able to work efficiently and independently with minimal direction.
To fulfill this role successfully, you should demonstrate the following minimum qualifications:
Three (3) years of professional experience in HR, payroll, or compliance
One (1) year of on-property HR or payroll experience at Hilton or comparable hospitality experience preferred
Strong proficiency with TMX and Microsoft Excel; familiarity with Unifocus and Oracle preferred
Must reside in Northern California; ability to travel up to 50%
It would be helpful in this position for you to demonstrate the following capabilities and distinctions:
Here''s what you''ll do during a typical day:
Execute the weekly wage & hour audit pass across all managed California properties, applying a standard checklist to ensure consistency in how each property''s data is reviewed.
Identify findings of non-compliance, classify by severity, and route to the appropriate oversight owner: forward to the Sr HR Manager with recommended next steps for the SoCal/White Glove portfolio; review with Sr HR Manager and action directly on the assigned NorCal portfolio.
Review new hires each cycle to confirm arbitration agreements are on file, Wage & Hour training is complete (including the Attestation Overview module), and any union to non-union transfers are flagged for required new arbitration agreements.
Verify that Meal and Rest Break alerts in TMX were actioned correctly each cycle, flag unresolved alerts, and surface patterns by manager, department, or property.
Spot-check regular rate of pay calculations and review earning code usage each cycle to flag misclassification, off-cycle pay risk, and codes that should no longer be in use.
Confirm sick pay application and final paychecks each cycle, applying CA regulations and CBA-exempt rules; validate timing meets California Labor Code 201/202 and that line items including Final Pay Out (FPO) are correct.
Maintain the audit findings tracker as the single source of truth for issues identified, classified by severity, and tied to the responsible property and oversight owner.
Assign attestation refresher training to managers who require additional training and track completion and counseling across the portfolio.
Leadership
In addition to performance of the essential functions, this position may be required to perform a combination of the following supportive functions, with the percentage of time performing each function to be solely determined by the Sr HR Manager, CA Wage & Hour Compliance based upon the particular requirements of the function.
Partner with the Sr HR Manager on findings escalation, ensuring high-severity issues are surfaced in real time rather than batched, and that forwarded items include the context needed for action.
Build and maintain working relationships with HR Directors, Directors of Finance, General Managers, and onsite payroll specialists at assigned Northern California properties as the primary point of contact for compliance audit findings.
Coordinate with payroll teams across properties to clarify earning code questions, reconcile pay cycle anomalies, and confirm sick pay or final pay corrections are processed within required timelines.
Pull source data and contribute to the monthly Meal & Rest Penalty rollup that the Sr HR Manager delivers to GMs, DOFs, and HRDs of each property; other duties as assigned.
Here''s what you''ll do during a typical day:
Execute the weekly wage & hour audit pass across all managed California properties, applying a standard checklist to ensure consistency in how each property''s data is reviewed.
Identify findings of non-compliance, classify by severity, and route to the appropriate oversight owner: forward to the Sr HR Manager with recommended next steps for the SoCal/White Glove portfolio; review with Sr HR Manager and action directly on the assigned NorCal portfolio.
Review new hires each cycle to confirm arbitration agreements are on file, Wage & Hour training is complete (including the Attestation Overview module), and any union to non-union transfers are flagged for required new arbitration agreements.
Verify that Meal and Rest Break alerts in TMX were actioned correctly each cycle, flag unresolved alerts, and surface patterns by manager, department, or property.
Spot-check regular rate of pay calculations and review earning code usage each cycle to flag misclassification, off-cycle pay risk, and codes that should no longer be in use.
Confirm sick pay application and final paychecks each cycle, applying CA regulations and CBA-exempt rules; validate timing meets California Labor Code 201/202 and that line items including Final Pay Out (FPO) are correct.
Maintain the audit findings tracker as the single source of truth for issues identified, classified by severity, and tied to the responsible property and oversight owner.
Assign attestation refresher training to managers who require additional training and track completion and counseling across the portfolio.
Leadership
In addition to performance of the essential functions, this position may be required to perform a combination of the following supportive functions, with the percentage of time performing each function to be solely determined by the Sr HR Manager, CA Wage & Hour Compliance based upon the particular requirements of the function.
Partner with the Sr HR Manager on findings escalation, ensuring high-severity issues are surfaced in real time rather than batched, and that forwarded items include the context needed for action.
Build and maintain working relationships with HR Directors, Directors of Finance, General Managers, and onsite payroll specialists at assigned Northern California properties as the primary point of contact for compliance audit findings.
Coordinate with payroll teams across properties to clarify earning code questions, reconcile pay cycle anomalies, and confirm sick pay or final pay corrections are processed within required timelines.
Pull source data and contribute to the monthly Meal & Rest Penalty rollup that the Sr HR Manager delivers to GMs, DOFs, and HRDs of each property; other duties as assigned.