Human Resources Generalist

The RoleThe HR Generalist is the single HR seat on property and the person who makes the paperwork of the operation happen correctly, on time, every cycle. Onboarding, records, compliance filings, benefits, leave, requisition logistics, and the payroll data that feeds each pay run all move through this seat. The property runs a high-volume hourly workforce across Rooms, Food & Beverage, Kitchen, and Pool & Rooftop, on Hilton-branded and Paycom systems. The job is to execute all of it cleanly and independently, so that department heads can run their teams and the management company can run the function.This seat is measured on execution, not initiative of the strategic kind: complete files, clean compliance, deadlines met, nothing sitting in an inbox.Where the seat sitsReports to the General Manager for day-to-day direction; functional accountability to the management-company HR function (AbsDabs), currently Chris Skiles on an interim basis.Scope: the senior HR seat on property. One HR Coordinator works alongside this position, assisting in high volume work and transition.Escalation: Generalist Zyyo Hospitality CFO Zyyo Hospitality COO. Anything touching an active legal matter stops and escalates immediately.What this role owns — executionRecords and compliance.Keep every employee file complete and audit-ready: offer letter, I-9 and E-Verify, benefits elections, reviews, comp-change letters, disciplinary records, and separation documents.Own I-9 / E-Verify timeliness, work-authorization re-verification, personnel-file retention, EEO and ACA data, and the response paperwork for unemployment claims and verification-of-employment requests.Maintain the litigation-hold and records-custody discipline the active-case files require, precisely as directed by counsel and interim HR.Onboarding and offboarding.Run the full new-hire sequence end to end — offer-letter preparation from the approved template, background and E-Verify, first-day setup, benefits enrollment windows, and Paycom record creation.Execute every separation cleanly: final-pay timing under Kentucky law, PTO payout from Paycom, COBRA notice through the plan administrator, systems and brand-access offboarding, and a complete separation file.Payroll data compilation.Compile and reconcile the bi-weekly payroll inputs that feed the submission Zyyo Hospitality runs: timecard-approval chase, missing-punch and exception resolution with department heads, and a clean tie-out of new hires, terminations, rate changes, and PTO before each close.Process Personnel Action Forms accurately with the correct reason codes and effective dates.Recruiting and requisition coordination.Keep the requisition pipeline moving for the department heads who own it: postings, applicant-tracking upkeep, interview scheduling, offer-letter preparation, and the pre-hire compliance steps.Benefits and leave administration.Administer enrollments, qualifying-life-event changes, and carrier coordination end to end, and support the monthly benefits reconciliation.Execute the paperwork and tracking for FMLA, ADA accommodation, workers' compensation, and disability claims.HRIS operation.Serve as the property's Paycom power-user: data integrity, PAF processing, employee-record accuracy, standard reporting, and first-line support to managers on Manager-on-the-Go.Employee-relations support.Take in concerns and incidents, document them correctly, and build the file — then route the decision to the department head, the GM, and interim HR. This seat documents and supports; it does not adjudicate.What this role does not ownThe line below is what makes this seat distinct from the eliminated Director of HR role and from the department heads. Hold it.Compensation or salary bands. Comp is set on the Decision Board and approved in writing by Nick; this role keys approved actions, it does not price them.Hiring, discipline, and termination outcomes. Hiring, discipline, and termination decisions belong to the department head — with the GM and Zyyo Hospitality on the nuanced list. This role prepares and documents; it does not decide.Policy and process design. Handbook, policy, and process are owned by the management-company HR function. This role distributes, applies, and flags gaps, it does not author them.Org planning and case judgment. Headcount is the Budget Committee's; org design and the handling of legal matters sit with Zyyo Hospitality and counsel.What good looks likeFiles are complete before they are asked for; compliance dates never lapse.Timecards are chased and reconciled so payroll closes on time, every cycle, without the CFO chasing the property.PAFs are keyed the same day with the right reason code; nothing lives in an inbox.Sensitive matters are handled quietly, documented exactly, and escalated the moment they cross the line above.QualificationsFive-plus years running HR operations as a generalist, ideally in hospitality or another high-volume hourly, multi-entity environment.Demonstrated depth in employment compliance: I-9 / E-Verify, wage-and-hour recordkeeping, COBRA, FMLA and ADA administration, and multi-state or multi-entity payroll data.Hands-on HRIS mastery — Paycom strongly preferred — with a track record of clean data and reliable reporting.Full-cycle recruiting-coordination and benefits-administration experience at volume.Exceptional reliability, discretion, and deadline discipline; comfortable owning execution without owning the decision.SHRM-CP / SHRM-SCP or PHR / SPHR preferred. #J-18808-Ljbffr