Director of People & Culture

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 with the 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 cycle recruitment and onboarding processes within 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 are maintained and reported in compliance with all federal, state and local, and corporate requirements. Responsible for the oversight of administering property's benefit 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 to determine benefit eligibility of Team Members. Provides subject matter expertise and 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’ compensation and disability. Ensures property's compliance with all federal, state, local and corporate employment and 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 that new 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 assists with property-wide meetings). Guides managers through progressive discipline and reviews documentation for accuracy, consistency and applicability of supportive documentation to eliminate potential liability and enhance processes. Determines appropriate action. Anticipates potential issues by monitoring complaints, business flow and Team Member performance. Oversees all Team Member relations matters as they relate to federal, state and 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 to property People & Culture team on management of Worker Compensation claims to ensure appropriate Team Member care and manage costs. Conducts periodic claims reviews to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims. Works with Team Members and managers to ensure proper education, training and adherence with safety equipment. Ensures all 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. Determines promotions or reclassifications within company policy and budget. Ensures performance expectations are communicated and documented in accordance with job descriptions for each position and evaluations are completed per policy. Identifies opportunities 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 be required to work varying schedules to reflect the business needs of the hotel. What You Will Bring Bachelor’s degree or certificate in Human Resources Management desired. SHRM or PHR certification preferred Normally requires five or more years of progressively responsible Human Resources experience with at least three years at a Director level. Hands-on experience handling all facets of Worker's Compensation. Experience in a similar setting. Ability to lead others in the department by mentoring and providing training that results in staff who meets/exceeds guest expectations. Ability and experience in successfully leading and coordinating staff in a high volume, time-sensitive environment. 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, economic and educational backgrounds for the purpose of resolving problems and providing a high level of Team Member satisfaction. Great If you have Bachelor’s degree or certificate in Human Resources Management desired. SHRM or PHR certification preferred Special Skills & Abilities/Mental and Physical Demands: While performing the duties of the job the Team Member regularly sits for sustained periods of time. The Team Member is occasionally required to stand and walk around the property. Occasional visits to individual resort properties that have a wide diversity of topography are required. While performing the duties of the job the Team Member frequently uses fingers to enter data into computer or operate telephone/office equipment. The Team Member occasionally grasps objects. The Team Member frequently reaches by extending hand(s) and arm(s) in any direction. Repetitive motions are made while entering data into computers. The Team Member occasionally stoops, kneels and crouches. The Team Member regularly talks and hears to answer phones and communicate with guests or Team Members. Lifting is occasionally required to move files and equipment. Exerts up to 25 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. The Team Member is required to have close visual acuity to view telephone console, computer terminal, work areas and documents. The Team Member is required to have visual acuity to determine the accuracy, neatness, and thoroughness of the work assigned. The Team Member is subject to inside and outside environmental conditions. The noise level is moderate. The Team Member is subject to hazards that include proximity to electrical current found in office related equipment. The Team Member is occasionally subject to atmospheric conditions such as perfumes, odors, or dusts.(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 abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.)