Senior HR Generalist

Senior HR Generalist Opportunity, growth, and meaningful rewards! We offer: Health, dental and vision insurance Generous paid time off (vacation, flex or sick) Holiday pay 401(k) retirement plan Company paid life insurance Tuition reimbursement Employee discounts across all company brands Employee assistance program Training and exciting career growth opportunities Referral program refer a friend and earn a bonus Benefits may vary by position so ask your recruiter for details. Advertised Compensation: $75,718.00 to $89,080.00 Purpose The Senior HR Generalist runs the daily functions of the assigned People & Culture department including managing employee relations, hiring and interviewing staff, enforcing company policies, and administering pay, benefits, and leave. Essential Functions Ensures daily HR processes and activities are performed in compliance with state and federal law, company policies and procedures, and Collective Bargaining Agreements where applicable Manages the full team member life cycle including attraction, selection, onboarding, engagement, development, retention, and offboarding; plans and optimizes each stage of a team member's tenure Develops and maintains a position as a trusted advisor to the Operations leader and management; advises on company policies, engagement, retention, training, and performance management issues as they arise Communicates and deploys corporate People & Culture initiatives locally; acts as a mentor and primary resource to Operations team members and People and Culture professionals on site Ensures that all federal, state, local laws, collective bargaining agreements, and corporate People and Culture related compliance matters are proactively managed, including, ADA, EEO, Affirmative Action Planning, FMLA, Fair Treatment, Customer Fair Treatment, and FAA Maintains knowledge of current trends, technical, regulatory, and statutory related to the HR function as well as F&B and Retail operations to ensure delivery of appropriate advice and counsel Coordinates and manages the administration and confidential investigation of workers' compensation, unemployment, affirmative action, EEO, sexual harassment, fair treatment, customer fair treatment, FAA, and all other team member relations issues Handles employment-related inquiries from applicants, team members, and management; provides guidance and appropriately escalates complex and very sensitive matters as necessary Meets with management to understand current and future staffing levels needed to proactively recruit candidates to satisfy business needs; understands and acts upon specific operational data such as turnover rates, wage rates, staffing levels, diversity, and sales data Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with management to understand skills and competencies required Performs general administrative functions such as team member file maintenance, preparation of legal compliance logs, and HRIS systems data entry and maintenance Supports Field Operations with confidential investigations and provides guidance as needed to bring closure to open matters; partners with Internal Audit to ensure investigation and closure of People and Culture exceptions from the annual Ethical Conduct Certification Coordinates training and initiatives that promote continuous learning, skill development, and monitor reporting in Learning Management System (LMS) Reporting Relationship The Senior HR Generalist reports to the HR Business Partner Minimum Qualifications, Knowledge, Skills, and Work Environment The combination of educational and professional experience must exceed 5 years: In a leadership role: Requires 1-2 years of experience leading a team of professionals, executing Human Resources strategy, and maintaining strong team member relationships In a technical role: Requires 5 years of Human Resources experience: A bachelor's degree in a program related to the functional area can count for two of the five-year requirement In the industry: 1-2 years of Hospitality, Food, Beverage, and/or Retail experience preferred Specialized Training: SHRM-SCP or HRCI-SPHR certification strongly preferred Experience in various areas of Human Resources, including recruiting, employee relations, labor relations, training and development, benefits, and compensation Training that leads to an in-depth understanding of HR policies and practices Training that leads to in-depth knowledge of relevant state and federal employment regulations and statutes Specialized Skillset/Competencies/Traits: Excellent customer service skills Has the ability to read and comprehend correspondence, policies, and legal documents and translate concisely so team members can easily understand Ability to build collaborative partnerships and work cross-functionally Proficient in Microsoft Office; has expertise in preparing documents, spreadsheets, and presentations Proficiency with HRIS and business software/systems; has the ability quickly learn new systems Requires flexibility and adaptability to manage multiple projects and manage local and/or remote direct reports, while maintaining focus on critical HR processes Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals. Business acumen and mindset required to understand the long-term implications of HR decisions and to advance organizational goals Location/Travel Requires on-site attendance to assigned location(s) five days per week Based at Empire State Building; requires up to 50% travel to Penn Station, Javits Center, Port Authority Bus Terminal, and the United Nations. Avalta, including Dufry, HMSHost Corporation, Hudson, and affiliates ("the Company"), is an equal opportunity employer. It is the Company's policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as "protected characteristics"). #J-18808-Ljbffr Avolta