Job Summary - Oversee day-to-day HR operations for our California workforce, including recruitment, onboarding, employee relations, performance management, benefits administration, and compliance.
- Partner with leadership to develop and implement HR practices that support business goals while complying with federal, state, and local employment laws.
I.- Activities & Responsibilities 1.- Recruitment & Staffing - Manage full-cycle recruiting for California roles: job postings, screening, interviewing coordination, and offer process.
- Ensure job postings and hiring practices comply with California pay transparency, salary history, medical inquiry, and driver’s license rules (for applicable roles).
- Coordinate background checks and reference checks in compliance with applicable fair chance and privacy laws.
2.- Onboarding & New Hire Processes - Facilitate onboarding for new employees, including orientation, required trainings, and collection of new-hire paperwork.
- Provide required state and local new-hire notices and disclosures (e.g., wage notice/“wage theft” form, lactation accommodation policy, workers’ compensation pamphlet, unemployment/paid family leave booklets, sexual harassment notice, survivor leave notice, “Know Your Rights” worker notice when applicable, and any relevant city/county minimum wage or sick leave notices).
- Ensure accurate reporting of new hires to the California Employment Development Department (EDD), coordinating with payroll or third-party providers as needed.
3.- Employee Relations & Performance Management - Serve as a primary contact for employee questions and concerns regarding HR policies, benefits, leave, and workplace conduct.
- Advise managers on performance management, documentation, corrective action, and terminations consistent with California and federal law.
- Support investigations into complaints of harassment, discrimination, retaliation, and other workplace concerns; document findings and recommend corrective measures.
- Promote a respectful, inclusive workplace and support reasonable accommodation processes for disabilities, pregnancy, and religion.
4.- Compliance & Policies - Help maintain and update the employee handbook and standalone policies to reflect current California and local requirements (e.g., leaves of absence, paid sick leave, meal and rest breaks, lactation accommodation, anti-harassment, equal employment opportunity, business expense reimbursement).
- Coordinate posting and distribution of required federal, state, and local workplace notices/posters (including minimum wage, whistleblower protections, harassment/discrimination, leave rights, etc.).
- Monitor changes in employment laws affecting California operations and communicate updates to management.
- Maintain required employment records and personnel files; respond to employee requests to access their records within required timeframes.
5.- Compensation, Benefits & Time Off - Partner with leadership on pay decisions consistent with California equal pay and pay transparency requirements.
- Work with payroll and benefits vendors to administer benefits, leave programs, and time-off policies (e.g., California Family Rights Act, pregnancy disability leave, paid sick leave, local sick leave ordinances where applicable).
- Support annual pay reviews and ensure job titles, wage history, and other required records are properly maintained.
6.-Training & Culture - Coordinate mandatory California trainings, including:
- Sexual harassment and abusive conduct prevention training for supervisors and non-supervisors.
- Any industry-specific trainings (e.g., human trafficking awareness for covered hospitality employers).
- Provide or coordinate training for managers and employees on key policies (harassment, discrimination, retaliation prevention, safety, timekeeping, leave, accommodations).
- Assist with engagement initiatives, culture-building activities, and recognition programs.
7.- HR Operations & Reporting - Maintain HRIS and other HR systems, ensuring accurate and timely employee data.
- Prepare HR metrics and reports (e.g., headcount, turnover, leave usage, diversity data as appropriate).
- Support responses to government agencies and audits as needed (e.g., pay data reporting for qualifying employers).
- Management-level associates are expected to work as much of each workday as is necessary to complete their job responsibilities. Participate in required MOD coverage.
- Perform any other duties as requested or assigned by management.
Tribute Portfolio is a family of independent hotels drawn together by a sense of character and passion for captivating design, vibrant social scenes, and experiences that feel like the real deal. Tribute Portfolio hotels are emboldened to stay true to their own character — they each tell their own design story, connect with their surrounding communities and proudly show off their individual brand identity. In joining Tribute Portfolio, you join a portfolio of brands with Marriott International. Be where you can do your best work,? begin your purpose, belong to an amazing global?team, and become the best version of you. 8.- Equipment & Technology (examples in parentheses) - Office equipment (copier, fax, scanner, label maker)
- Microsoft Suite (Excel, Word, Outlook, etc.)
|