Regional Human Resources Director, Midwest

General Summary: Responsible for administering Human Resources policies and procedures for multiple properties within the Midwest Region, which includes: Buffalo, NY, Rochester, NY, and Ohio.

Principal Responsibilities:

• Partners with the Regional VP of Operations and District Director to understand and execute their region’s human resource and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Manages the administration of and ensures compliance to all state and federal statute postings, listings, and employee communication requirements such as OSHA, FLSA, harassment-free workplace, etc.
• Provides guidance and assistance to GMs and staff with all HR issues and concerns including; employee relations, recruitment, performance management, coaching/counseling, legal requirements,
• Provides on-going communication about HR policies, programs, and procedures.
• Creates and implements learning and development programs and initiatives that provides internal development opportunities for employees.
• Oversees employee disciplinary process, including: meetings, terminations, and investigations.
• Maintains knowledge of trends, best practices and regulatory changes, and new technologies in human resources, talent management, and employment law.
• Build and maintain great relations with internal and external stakeholders.
• Performs other duties as assigned.

Job Duties:

• Problem Solving- Identifies and resolves problems in a timely Develops alternative solutions, uses reason at all times. Makes timely decisions while exhibiting sound judgment. Includes appropriate people in decision making process. Advises management teams in appropriate resolution of employee relations issues.
• Project Management – Manages and communicates changes and progress. Prepares and supports those affected by change, monitors transition, and evaluates Participates and supports regional benefit fairs to promote company benefits. Conduct or assist with all internal investigations at the property level.
• Communication - Demonstrates group presentation skills. Speaks clearly and persuasively in positive or negative. Writes clearly and has the ability to read and interpret written information. Communicates change effectively. Conducts exit interviews to determine reasons behind separations.
• Teamwork – Exhibits objectivity and openness to the views of others and contributes to building a positive team Upholds organizational values, treats people with respect and promotes a harassment free environment. Assists with planning and organizing of outside training at regional meetings. Represents HR department at all regional GM meetings in order to keep managers abreast of changes, upcoming events as well as to answer any questions.
• Quality Management – Aligns work with strategic goals, looking for ways to improve and promote quality while demonstrating accuracy and Strives to increase productivity. Analyze and reviews current and proposed methods, consults with and makes recommendations to the management staff for improvement.
• Adaptability – Able to deal with frequent change, delays, or unexpected events, changing approach or method to best fit a
• Interpersonal Skills – Maintains Listens attentively.
• Initiative - Takes independent actions and calculated risks, meets challenges with resourcefulness, generates suggestion for improving work and takes responsibility for own Delegates work assignments, sets expectations and monitors delegated activities. Visits all properties within region to ensure visibility and recognition by all team members.
• Organizational Support – Ensures each manager completes orientation, attends paperwork and benefits Facilitates HR trainings in accordance to company guidelines and needs in order to foster positive attitude towards company goals. Assists with the roll out and implementation of new employee initiatives. Manages difficult or emotional employee situations.
• Compliance - Ensure State and Federal Labor postings are current while visiting. Ensure all internal BLA communication is posted as required. Maintains confidentiality. Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures and reporting are in compliance. Able to complete and analyze all background checks with regard to criminal, driving, credit and social security validation. Responds to all unemployment claims (partial included), provides information requested for hearings and participates when needed. In conjunction with legal department responds to all EEOC claims in a timely and accurate manner.
• Business Acumen – Understands business implications of decisions, aligns work with strategic goals. Conducts wage surveys within labor markets to determine competitive wage Monitor, analyze and communicate assessment of unemployment activity reports, turnover and worker’s compensation activity reports.
• Professionalism – Treats others with respect and consideration regardless of their status or Exhibits professionalism at all times. Represents organization at personnel related hearings and investigations.
• Salary Range: $90,000-$110,000

Qualifications:

A Bachelor’s degree (B.A) from a four year college or university strongly preferred; previous hotel and/or HR experience is required. Must have the ability to travel approximately 30% of the time. Ability to develop an understanding of concepts, practices, pre-established guidelines and procedures used by the company in relation to guest service is necessary. Computer knowledge including Word, Excel, Outlook, and PowerPoint, as well as the ability to learn and effectively use HRIS and learning management is strongly preferred. Must have valid driver’s license, and acceptable driving history subject to company approval.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to stand, walk, sit, use hands to finger, handle or feel, reach with hands and arms, climb or balance, and talk or hear. The employee is frequently required to stoop kneel, crouch or crawl and taste or smell. The employee must regular lift and or move up to 25lbs, occasionally lift or move up to 50lbs. Specific vision abilities required by this job include peripheral vision and depth perception.

Disclaimer: The above is intended to describe the general contents of, and requirements for, the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities, or requirements.