Director of People & Culture

The salary range for this opportunity is $120,000 to $140,000. What You Will Accomplish As a member of the hotel's executive team, the Director of People & Culture will serve as a partner to the General Manager inestablishingand implementing the property’s strategy and delivering business results. You will manage the daily activities of the People & Culture office including recruiting, training,employee relations,Team Member compensation management, and wage/benefit administration. Ensure compliance with federal,stateand localregulations  andproperty operating procedures. Provide all departments with guidance and support necessary to achieve their guest service and businessobjectives. Build and manage teams effectively. Key Responsibilities: Responsible for planning People & Culture departmental goals. Provide guidance and direction to ensure overall departmental success and financial profitability. Responsible for the overall direction, coordination, and evaluation of the department. Carry out supervisory responsibilities in accordance withthe organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training Team Members; planning, assigning, and directing work; appraising performance; rewarding and disciplining Team Members; addressing complaints and resolving problems. Manages the property’s full cyclerecruitment and onboarding processeswithin the People & Culture property team. Ensures onboarding compliance, including ensuring candidates have the legal right to work in the US (I-9), have fairly represented their qualifications and work history and ensures all records aremaintainedand reported in compliance with all federal,stateand local, and corporate requirements. Responsible for the oversight ofadministeringproperty'sbenefit plans. Ensures enrollment process follows corporate and legal guidelines. Responds to inquiries and resolves problems related to all benefit plans. Conducts quarterly full-time/part-time analysis todeterminebenefiteligibility of Team Members. Provides subject matter expertiseand guidance to managers and Team Members on human resource policy/issues, including recruitment, Team Member relations, corrective counseling, policy interpretation, legal compliance, health and welfare benefits, Team Members’compensationand disability. Ensuresproperty'scompliance with all federal, state, local and corporateemploymentand reporting requirements, i.e. I-9, EEOC, OSHA and Team Member files. Works with management team to ensure departmental orientation processes are in place. Sees thatnew Team Members have current knowledge of hotel policies and benefits. Facilitates and/or oversees training of Company programs and Team Member trainings. Maintains effective Team Member communication channels throughout the property (e.g., develops daily communications and assistswith property-wide meetings). Guides managers through progressive discipline and reviews documentation for accuracy,consistencyand applicability of supportive documentation toeliminatepotential liability and enhance processes. Determinesappropriate action. Anticipates potential issues by monitoring complaints, businessflowand Team Member performance. Overseesall Team Member relations matters as they relate to federal,stateand local employment and civil rights laws,including,Title VII, ADA, ADEA, FMLA, FLSA, Equal Pay Act, Pregnancy Discrimination Act, Team Members’ compensation and comparable state and local laws, and general human and civil rights. Manages,provides oversight and guidance topropertyPeople & Culture team on management ofWorker Compensation claims to ensureappropriate TeamMember care and manage costs. Conducts periodic claims reviews to ensure claims are closed in a timelymannerand reserve levels areappropriate foropen claims. Works with Team Members and managers to ensure proper education,trainingand adherence with safety equipment. Ensuresall safety and security policies are communicated to Team Members on a regular basis through orientation, meetings, bulletin boards, etc. Guides managers in merit decisions within budget or established guidelines. Determinespromotions or reclassifications within company policy and budget. Ensures performance expectations are communicatedand documentedin accordance withjob descriptions for eachpositionand evaluations are completed per policy. Identifiesopportunities for business process improvements and initiates policies and procedures to achieve the same. Due to the cyclical nature of the hospitality industry, Team Members may berequiredtoworkvarying schedules to reflect the business needs of the hotel. What You Will Bring Bachelor’s degree or certificate in Human Resources Managementdesired. SHRM or PHR certification preferred Normally requires five or more years of progressively responsible Human Resources experience with at least three years at a Directorlevel. Hands-on experience handling all facetsof Worker's Compensation. Experience in a similar setting. Ability to lead others in the department by mentoring and providing training that results in staff whomeets/exceeds guest expectations. Ability and experience in successfully leading and coordinating staff in a high volume, time-sensitiveenvironment. Thorough knowledge of federal, state and local laws governing equal employment opportunity and civil rights, occupational safety and health, Workers’ Compensation,  wage and hour issues, and labor relations, including, but not limited to the following statutes: Title VII, ADEA, Equal Pay Act, Pregnancy Discrimination Act, FLSA, ADA, OSHA, FMLA, ERISA, and NLRA. Working knowledge of wage and salary, employment and benefits administration and payroll. Must have excellent employee relations skills to work with Team Members and candidates of various social, cultural, economicand educational backgrounds for the purpose of resolving problems and providinga high levelof Team Member satisfaction. Great If you have Bachelor’s degree or certificate in Human Resources Managementdesired. SHRM or PHR certification preferred Special Skills & Abilities/Mental and Physical Demands: While performing the duties of thejobthe Team Member regularly sits for sustained periodsof time. The Team Memberis occasionally required tostand and walk around the property.Occasional visits to individual resort properties that have a wide diversity of topography arerequired. While performing the duties of thejobthe Team Memberfrequentlyuses fingersto enter data into computer oroperatetelephone/office equipment. The Team Memberoccasionally grasps objects. The Team Memberfrequentlyreaches by extending hand(s)and arm(s) in any direction. Repetitive motions are made while entering data intocomputers. The Team Member occasionally stoops,kneelsand crouches. The Team Member regularly talksand hears to answer phones and communicate with guests or TeamMembers. Lifting is occasionallyrequiredto move files and equipment. Exerts up to 25pounds of force occasionally, and/or up to 10 pounds of forcefrequently, and/or a negligibleamount of force constantlyto moveobjects. The Team Memberis required tohaveclosevisual acuity to view telephone console, computer terminal, workareasand documents.The Team Memberis required tohave visual acuity todeterminethe accuracy, neatness,and thoroughness of the work assigned. The Team Member is subject to inside and outside environmental conditions. The noiselevel is moderate. The Team Member is subject to hazards that include proximity toelectrical current found in office related equipment. The Team Member is occasionallysubject to atmospheric conditions such as perfumes, odors, ordusts. (To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skills, and/or abilitiesrequired.Reasonable accommodations may be made to enable individuals with disabilities to perform the essentialfunctions.)