Human Resources Manager

JOB SUMMARY 

The Human Resource Manager will report directly to the Director of Human Resources or Multi Property Director of Human Resources at a hotel.  As a member of the property Human Resources support staff, he/she directs and works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, and training and development.  Additionally, he/she focuses on delivering HR services that meet or exceed the needs of associates and enable business success; as well as ensures compliance with federal, state and local regulations and company operating procedures. 

JOB FAMILY CORE WORK ACTIVITIES

• Ensuring Record Confidentiality - Respecting and complying with record confidentiality requirements.
• Demonstrating Leadership - Utilizing interpersonal and communication skills to lead, influence, and encourage others; advocates sound financial/business decision making; demonstrates honesty/integrity; leads by example.
• Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
• Partnering with Human Resources - Informing and interacting with Human Resources on employee issues as needed.
• Managing According to SOP's and LSOP's - Monitoring processes and evaluating information according to SOP and LSOP requirements.
• Developing and Building Teams - Encouraging and building mutual trust, respect, and cooperation among team members.
• Coaching and Developing Others - Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
• Monitoring Employee Opinion Survey & Engagement Plans - Ensuring the implementation of EOS and employee engagement action plans.
• Modeling Appropriate Behaviors - Serving as a role model to demonstrate appropriate behaviors.
• Evaluating Information to Determine Compliance with Standards - Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
• Managing Employee Orientation - Overseeing the employee orientation process, ensuring new associate's understanding of the job and reinforcing the training on the job.
• Communicating Information Timely - Informing and/or updating the executives, the peers and the subordinates on relevant information in a timely manner.
• Resolving Conflicts and Negotiating with Others - Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
• Managing  Files for Current and Terminated employees - Documenting, Retaining and managing files for current and terminated employees.
• Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time.

JOB SPECIFIC TASKS

• Establishes and maintains contact with external recruitment sources, in partnership with Hewitt (e.g., state job service, local colleges, recruiting agencies, and community based organizations).  Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.
• Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.
• Oversees/monitors candidate identification and selection process:
• Partners with Hewitt to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool. 
• Performs quality control on Hewitt’s performance of candidate identification/selection
• Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications).
• Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors. 
• Prepares, audits and distributes unemployment claim activity reports to property management 
• Attends unemployment hearings and ensures hotel is properly represented. 
• Ensures that department has the available resources on hand to administer benefits (e.g., Access to employee and brand specific portals, and Unemployment Cost Control).
• Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture; ensures attendance by all new hires and participation of the leadership team. 
• Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.
• Coordinates enrollment for North America Lodging and regional training programs in partnership with Performance Development Manager.
• Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled hotel-wide meetings).
• Communicates hotel rules and regulations, the progressive discipline policy, during orientation and via the employee handbook.
• Reviews progressive discipline documentation for accuracy and consistency.  Checks for supportive documentation and is accountable for determining appropriate action.
• Utilizes an “open door” policy to acknowledge employee problems or concerns in a timely manner, ensures associate issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources.
• Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, hotel meetings, bulletin boards, etc.
• Partners with Loss Prevention to conduct employee accident investigations, as necessary.
• Manages Workers Compensation claims to ensure appropriate employee care and manage costs.   Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims. 
• Represents Human Resources at the Hotel Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.
• Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed.
• Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job.  Ensures associates are cross-trained to support successful daily operations.
• Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate.
• Communicates performance expectations in accordance with job descriptions for each position. 
• Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.
• Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act.
• Ensures medical records are maintained in a separate, secure and confidential medical file
• Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable).

CANDIDATE PROFILE  

Education and Experience

• High school diploma or GED; 4 years experience in the human resources, management operations, or related professional area.

OR

• 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area.

Skills and Knowledge

• Writing - Communicating effectively in writing as appropriate for the needs of the audience.
• Basic Computer Skills - Using basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).
• Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
• Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
• Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training and development, compensation and benefits, labor relations and negotiation, and personnel information systems.
• Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules that apply to job (e.g., OSHA, EPA, ADA, CFC, NFPA, ASI).
• Clerical - Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
• Analytical/Critical Thinking - The ability to gather and organize information using a logical and systematic process; recognize patterns and relationships in complex data; examine data to identify implications, problems and draw appropriate conclusions; generate alternative solutions to problems; evaluate strengths, weaknesses and consequences of alternative solutions and approaches to solving problems.
• Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
• Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
• Number Facility - The ability to add, subtract, multiply, or divide quickly and correctly.
• Originality - The ability to come up with unusual or clever ideas about products, services or situations, or to develop creative ways to solve a problem.

Management Competencies

• Adaptability - Ability to effectively adjust to major changes in work tasks or the work environment.
• Aligning Performance for Success - Skilled at focusing and guiding others in accomplishing work objectives.
• Building a Successful Team - Skilled at building a cohesive team and facilitating goal accomplishment.
• Building Trust - Ability to interact with others in an honest, fair and respectful way; giving others confidence in one's intentions and those of the organization.
• Communication - Skilled at clearly conveying information and ideas through a variety of media; engaging the audience and helping them understand and retain the message. 
• Customer Focus - Ability to develop and sustain productive customer relationships; actively seeking information to understand and address customers' needs. 
• High Work Standards - Sets high standards of performance for self and others; assumes responsibility and accountability for successfully completing assignments or tasks.
• Planning and Organizing - Skilled at establishing courses of action for self and others to ensure work is completed efficiently.
• Problem Solving / Decision Making - Ability to identify and understand issues, problems, and opportunities; using effective approaches for choosing a course of action or developing solutions.