Human Resources Manager

Human Resources Manager

The Human Resources Manager is responsible for leading and executing all property-level HR functions with a strong emphasis on training & development, recruitment & workforce planning, associate engagement initiatives, and performance management processes. This role serves as a strategic partner to leadership while maintaining a hands-on presence supporting managers and associates in daily operations. The HR Manager ensures compliance with all federal, state, and local labor laws while fostering a positive, inclusive, and service-driven workplace culture aligned with hospitality standards.

Training & Development Leadership

• Design, implement, and facilitate training programs for managers and associates.
• Facilitate effective training and development programs for employees which may include programs such as new brand initiatives, guest service training, the progressive discipline process, performance management process, and related management programs and initiatives.
• Lead onboarding and orientation programs to ensure strong first impressions and cultural alignment.
• Partner with department leaders to assess training needs and develop action plans.
• Facilitate leadership development workshops for supervisors and managers.
• Monitor completion of required compliance training (harassment prevention, safety, brand standards, etc.).
• Track and report training in metrics and participation rates.
• Coach managers on performance feedback, documentation, and employee development plans.

Recruitment & Workforce Planning

• Manage full-cycle recruitment including sourcing, interviewing, selection, and onboarding.
• Develop recruitment strategies to attract top hospitality talent.
• Maintain relationships with community organizations, workforce agencies, and hospitality schools.
• Document outreach efforts and effectively recruit to attract a diverse candidate pool to ensure implementation and monitoring of Affirmative Action goals.
• Oversee I-9 verification and onboarding documentation.
• Oversee job postings, applicant tracking systems, and recruitment marketing efforts.
• Coordinate interview panels and hiring manager training.
• Ensure a smooth pre-employment and onboarding experience.
• Monitor staffing levels and partner with leadership on workforce planning and succession strategies.

Associate Engagement & Events Planning

• Plan and execute associate engagement initiatives such as employee appreciation events, recognition programs, cultural celebrations, and town halls.
• Manage HR-related communications and internal announcements.
• Support engagement survey initiatives and departmental action planning.
• Track participation and measure engagement impact.
• Promote a positive workplace culture through visibility and open-door communication.
• Assist in planning employee events, update bulletin boards and monitors and assist in creating annual employee engagement activities calendar.
• Responsible for monitoring, measuring, and recognizing performance of team members who directly report to the role and indirect roles.
• Support, comply with and promote company initiative, policies and guidelines.
• Handle employee issues in a professional and timely manner.
• Focus on the mission and well-being of the department, hotel, and company.
• Lead by example and operate with integrity and respect.

Corrective Action & Employee Relations

• Guide managers through progressive discipline processes (verbal, written, final warning).
• Ensure documentation is accurate, consistent, and compliant.
• Conduct workplace investigations in a fair and objective manner.
• Provide coaching to managers on conflict resolution and professional communication.
• Handle employee issues in a professional and timely manner
• Support performance improvement planning.
• Ensure corrective actions align with company policy and employment law.
• Promote a culture of accountability and respectful workplace standards.
• Support and administer effective employee relations programs. Assist in the research and investigation of non-exempt workplace issues to discover facts, identify potential liability to the Company, document and facilitate resolution. Support and promote the Employee Resolution process. Identify themes and solutions to re-occurring issues.
• Capable of influencing employees to perform to their highest standard and establishing a trusting environment to enrich the culture.

Compliance & HR Operations

• Ensure compliance with all federal, state, and local employment laws.
• Ensure that company hiring standards, laws and applicable regulations are followed in the application, hiring and selection process.
• Ensure compliance with procedures for accessing, reviewing, and auditing employee files.
• Communicate property rules and regulations via the employee handbook and code of conduct.
• Ensure all safety and security policies are communicated to employees on a regular basis.
• Assist with ensuring all annual compliance training courses have been completed, as well as any start or local required training courses.
• Work with Corporate Training Partner to schedule and execute required annual training.
• Plan, direct, and coordinate HRIS activities of the hotel to maximize the use of human resources. Maintain the HRIS data integrity and work with department managers and HR team to enter and process data via both electronic and paper processes.
• Ensure employee files contain required employment paperwork, proper performance management documentation, and files are properly maintained and secured for the required length of time.
• Assist in the management of associate leave claims (FMLA, Personal, Worker's Compensation, etc.) to ensure appropriate employee care, manage costs and track time off.
• Support and assist with benefits administration.
• Assist with audits and reporting requirements.
• Provide required documentation in response to unemployment claims. Participate in unemployment hearings as needed. Ensure that paperwork is complete, and that documentation is thorough, so the company's position can be legally and effectively represented.

Qualifications

• 3+ years of experience working in Human Resources.
• Experience of progressive general HR experience including talent management succession planning, employee relations, compensation, benefits, and training.
• Experience implementing change in a union/non-union environment.
• Excellent leadership with a track record of developing and maintaining high employee engagement.
• Strong presentation skills.
• Aptitude for balancing multiple priorities with strong organization and prioritization capability.
• Proven record of developing people and organizational HR policies.
• Knowledge about rights and obligations of workers and employers.
• Knowledge of identifying, assessing, encouraging and ensuring coworkers' performance against organizational and individual goals.
• Applying tactical and operational thinking to create a people oriented working environment.
• Understanding of and previous experience in a union environment a plus.
• Exceptional ability to build consensus across entire property.
• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Ability to prioritize and organize work assignments.
• Proficient with Microsoft Office Suite or related software.

Skills & Competencies:

• Strong presentation and facilitation skills.
• Excellent written and verbal communication.
• Ability to coach and influence managers at all levels.
• Knowledge of employment law and HR compliance.
• Strong organizational and event planning skills.
• Ability to handle confidential information with discretion.
• Proficiency in HRIS and applicant tracking systems.

Work Environment

• This position works mostly in a service environment, with a high number of administrative tasks.

Physical Demands

• The person in this role may be exerting up to 50 pounds of force occasionally, and/or 20 pounds of force frequently or constantly.
• The person in this role may be carrying, lifting or pulling items weighing up to 50lbs and pushing and / or pulling approximately 200lbs.
• The person in this role will be frequently standing up, bending, climbing, kneeling and moving about the hotel.

Expected Hours of Work

• Due to the cyclical nature of the hospitality industry, employees may be required to work varying schedules to reflect the business needs of the