Human Resources Business Partner - Hospitality & Food and Beverage

Job Description: The HRBP is a strategic and hands‑on partner to General Managers, Executive Chefs, Directors of Operations and department heads across our hotel, restaurant, and food & beverage operations. This role supports leaders and team members across the full employee lifecycle, including hourly recruitment, onboarding, engagement, performance, development and retention, within a fast-paced, guest‑focused, 24/7 environment. The successful candidate will be an agile HR professional with a strong work ethic and a genuine passion for hospitality, committed to driving property and departmental success through scalable HR practices, data‑informed strategies and service‑mindful leadership that supports both front‑of‑house and back‑of‑house teams. This role also supports labor relations and compliance efforts in their respective region, ensuring consistent and lawful execution of HR policies, collective bargaining agreements, wage and hour requirements, investigations and employee advocacy across a diverse, multi‑shift, seasonal and often tipped workforce. Essential Duties and Responsibilities Build a foundation of trust with General Managers, Executive Chefs, Food & Beverage Directors and other operational leaders, providing insight and solutions aligned with guest experience, service standards and business objectives. Own the full employee lifecycle in a high‑volume, high‑turnover hiring environment, from sourcing and onboarding to engagement, retention and offboarding, including seasonal ramp‑ups, banquet and event staffing, new outlet openings and pre‑opening hiring. Support and sustain a culture of hospitality, accountability, performance and trust across front‑of‑house, back‑of‑house and support departments. Serve as a primary point of contact for employee concerns, performance issues and workplace conflicts, including guest‑related complaints, guest or coworker harassment, and conflicts arising from shift‑based and high‑pressure service environments. Lead inquiries with objectivity and a people‑first approach; ensure timely and well‑documented resolution of issues. Partner with operations on labor cost management, including scheduling practices, overtime, meal and rest break compliance, tip pooling and tip credit practices, service charge distribution and productivity metrics. Ensure full compliance with federal, state and local laws and union regulations, including wage and hour, minimum wage and tipped wage requirements, minor labor rules, alcohol service (responsible beverage service) certifications and food handler card requirements. Maintain accurate records in accordance with legal, compliance and internal audit requirements (e.g., EEO, FMLA, I-9, E-Verify, workers’ compensation and OSHA logs, training and certification tracking). Assist with contract preparation, audit and documentation for union negotiations, collective bargaining agreement administration and HR policies, including grievance handling and seniority, bidding and scheduling provisions. Partner with Safety and Operations to promote workplace safety and injury prevention in kitchens, banquets, housekeeping and other high‑risk areas, and support return‑to‑work and accommodation processes. Input, monitor and analyze HR metrics and trends (such as turnover by department, time‑to‑fill, labor cost percentage, absenteeism and engagement) to identify risk, areas of improvement and opportunities for proactive intervention and support. Provide HR reporting and insights to guide leadership decision‑making at the property and regional level. Minimum Qualifications (Knowledge, Skills, and Abilities) Minimum of 5 years of experience resolving complex employee and labor relations issues, preferably in hospitality, restaurant, food & beverage or other shift‑based service environments. Bachelor’s degree in Human Resources, Labor Relations, Hospitality Management, Business, or a related field required. At least three years of professional human resource administration required, with experience in labor relations preferred. Experience supporting hourly, tipped and unionized workforces, including multi‑outlet or multi‑property operations, is strongly preferred. SHRM‑CP or SHRM‑SCP certified an asset. Current, in‑depth knowledge of legal requirements related to human resources and employee management in hospitality, including wage and hour and tipped employee rules, workers’ compensation, union relations, and federal and state employment laws. Working knowledge of food safety, health department and alcohol service compliance as they relate to employee training and certification. Flexibility to work evenings, weekends, holidays and varying shifts, and to be present on property during peak operating periods. Excellent leadership, communication and interpersonal skills, with the ability to engage effectively with associates and leaders at every level, from line cooks and servers to executive leadership. Bilingual (English/Spanish) a plus. Physical Demands and Work Environment The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk or hear. The employee frequently is required to use hands or finger, handle, or feel objects, tools or controls. The employee is occasionally required to stand; walk; sit; reach with hands and arms; climb or balance; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 25 pounds. The role requires regular visits to restaurants, kitchens, banquet areas, back‑of‑house spaces and guest‑facing areas, which may involve extended periods of standing or walking, varying temperatures and elevated noise levels. Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, and the ability to adjust focus. The noise level in the work environment ranges from moderate in the office to loud in kitchen and event areas. Note This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employees will be required to follow any other job‑related instructions and to perform any other job‑related duties requested by any person authorized to give instructions or assignments. All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbents will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities. This document does not create an employment contract, implied or otherwise, other than an “at will” relationship. The company is an Equal Opportunity Employer, drug free workplace, and complies with ADA regulations as applicable. Salary Range: $80,000 - $100,000 About The Company: Onni For over half a century, Onni has been building communities for people to live, work, and play. Our success reflects our commitment to our employees and partners, and our dedication to quality construction, innovation, sustainability, and customer satisfaction. Our expertise expands across North America, with offices in Vancouver, Toronto, Los Angeles, Seattle, Phoenix, and Chicago. AI Use: This role may involve the use of artificial intelligence (AI) tools to support research, analysis, content development, design, reporting, or operational efficiency. Employees are expected to use AI responsibly and in compliance with company policies, data privacy requirements, confidentiality obligations, and applicable laws. All AI-generated or AI-assisted outputs must be reviewed for accuracy, quality, and appropriateness before use. Employees are also expected to disclose when AI tools have been used in the creation of work and must not present AI-generated content as solely their own original work. #J-18808-Ljbffr Onni Group of Companies