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The Human Resources Manager is responsible for all Human Resources Team Member related activities.
These activities include recruitment, training, performance management, benefits, employee relations, health and safety, and other team-based activities. Specifically, a Human Resources Manager will perform the following tasks to the highest standards:
• Initiate recruitment activities, using iCIMS.
• Input data into the hotel payroll system and communicate with payroll to ensure accuracy.
• Manage all Human Resource administration and onboarding activities.
• Support Human Resources activities, including onboarding, work experience program, training materials, and Team Member opinion surveys.
• Serve as the point of contact for Team Member issues, advising the Human Resources Director as appropriate.
• Work closely with Department Managers to ensure compliance with local ordinances.
• Keep current with employment law, human resources policies, and training requirements.
• Assist in determining training requirements and support training initiatives. • Lead team member recognition programs and organize Team Member events.
• Other duties as assigned.
Qualifications: • Strong administration and communication skills required.
• Demonstrated attention to detail, while multi-tasking and delivering work on time.
• Basic mathematical skills and considerable skill in the use of a calculator to prepare moderately complex mathematical calculations without error. • Experience working in HRIS Systems; Workday experience preferred.
• Ability to work productively despite multiple interruptions.
• Demonstrated trust and confidentiality as a member of the Human Resources Department.
• A passion and enthusiasm to be part of a winning team. • Proficient with computers and computer programs, including Microsoft programs.
• Previous experience in Human Resources and/or customer service strongly preferred.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
