Complex Director of Human Resources
Apply NowCompany: HRI Hospitality
Location: Barnett, MO 65011
Description:
At HRI Hospitality, we offer a unique perspective on hotel ownership and management.
We're here to expand the possibilities of what once was, with our history of restoring properties to their former glory as well as new build projects that become the center of their vibrant urban community, we take it to the next level.
We are looking for people to join our team that share in the passion for warm welcomes and creating an unforgettable experience for our guests. With a wide array of brands in exciting locations, HRI Hospitality is the destination to set course for growing your career!
This position will oversee the HR operations of their own Home Property +1 designated property within the portfolio.
Job Title: Complex Director of Human Resources
Department: Human Resources
Supervision Received: Area Director of Human Resources; SVP HR & Associate Relations; Corporate Director of Human Resources
JOB SUMMARY
The Complex Human Resources Director is responsible for the efficient and effective operation of the overall Human Resources function. Manages the function with the objective of supporting the regional management through effective implementation of benefit programs, compensation administration, recruitment and hiring, orientation, training, performance management, employee relations, legal compliance, and workplace engagement.
JOB DUTIES
Partners with Area Director of HR as well as to identify long and short-term HR regional needs and makes recommendations. Prepares and submits regional Human Resources budget.
Attends hotel management staff meetings when possible
Ensures that all job descriptions are current
Interviews candidates for management positions
Prepares employment offer letters for exempt positions
Conduct new hire orientation
Ensures that Management Orientation Feedback forms are received and reviewed with hiring managers
Assists Executive team in Opening Day Meeting for acquired hotels
Coordinates OE meetings with GMs and conducts annual benefit open enrollments meetings
Coordinates and communicates quarterly 401(k) open enrollment process
Works with management to analyze competitiveness of wages within comp set and makes recommendations to Vice President of Administration where we are non-competitive and need to make marketplace adjustments.
Delivers training programs in the areas of employment law, recruitment, orientation, performance management, and policies and compliance as requested by home office HR
Supports regional management in the annual performance appraisal process to ensure effectiveness and timeliness of process
Provides on-going coaching to support regional management in closing performance gaps
Visits each hotel twice per month to speak with and get to know employees and encourage their open and direct communication
Supports regional management in the resolution of employee issues
Supports management in the implementation of company wide recognition programs
Supports management in creating and maintaining a work environment that is aligned with the Vision and Mission Statement
Coordinates annual employee survey process with GMs. Assists management in planning and implementing improvement ideas that are identified in the survey and approved by home office
Conducts management exit interviews
Audits management adherence to company exit interview policy for hourly employees
Provides Vice President of Operations, General Managers and Vice President of Administration with quarterly turnover reports and analysis of root causes for hotels that are exceeding turnover percentages as defined by HR
Manages active claims and works with GMs in providing modified duty to employees who have worker comp claims
Maintains up to date Safety Guidebook
Assist Chief Engineers with the Safety meeting
Supports GMs in the use of, and adherence to, the Safety Guidebook
Partners with regional management to ensure compliance with federal, state, and local employment laws and regulations.
Partners with GMs to ensure that hotels are in compliance with federal and state posting requirements
Performs quarterly personnel file maintenance audits at each hotel to ensure compliance with company policy and state regulations. Provides Vice President of Operations and Vice President of Administration with status report for hotels not in compliance
Provides back up for HRIS data entry when primary data entry source not available
Assists GMs in coordinating unemployment claims with outside vendor when needed
Supports managers in compliance with LOA processing requirements and generates letters to employees that are related to leaves of absences
Provides Vice President of Operations and Vice President of Administration with information and reports as requested
Always maintains professional discretion and confidentiality
Watch for safety hazards and report them immediately
Investigates complaints of harassment, violations of company policies and charges of discrimination from federal or state enforcement agencies and communicates with Vice President of Operations and Vice President of Administration re those issues
MINIMUM REQUIREMENTS
BS, BA or evidence of equivalent satisfactory experience and 5-7 years progressively more responsible experience in exempt level, Human Resources management.
Certification as a PHR or SPHR is desirable
Hotel experience necessary
Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations.
Ability to write reports, articles, and business correspondence.
Ability to effectively present information and respond to questions from groups of managers, staff, and the general public.
Ability to calculate figures and amounts such as discounts and additions on invoices, expense reports etc. Ability to reconcile differences in data.
Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
HRI is an Equal Opportunity Employer and provides fair and equal employment opportunity to all employees and applicants regardless of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status or any other protected status prohibited under Federal, State, or local laws. All employment decisions are based on valid job-related requirements.
We're here to expand the possibilities of what once was, with our history of restoring properties to their former glory as well as new build projects that become the center of their vibrant urban community, we take it to the next level.
We are looking for people to join our team that share in the passion for warm welcomes and creating an unforgettable experience for our guests. With a wide array of brands in exciting locations, HRI Hospitality is the destination to set course for growing your career!
This position will oversee the HR operations of their own Home Property +1 designated property within the portfolio.
Job Title: Complex Director of Human Resources
Department: Human Resources
Supervision Received: Area Director of Human Resources; SVP HR & Associate Relations; Corporate Director of Human Resources
JOB SUMMARY
The Complex Human Resources Director is responsible for the efficient and effective operation of the overall Human Resources function. Manages the function with the objective of supporting the regional management through effective implementation of benefit programs, compensation administration, recruitment and hiring, orientation, training, performance management, employee relations, legal compliance, and workplace engagement.
JOB DUTIES
Partners with Area Director of HR as well as to identify long and short-term HR regional needs and makes recommendations. Prepares and submits regional Human Resources budget.
Attends hotel management staff meetings when possible
Ensures that all job descriptions are current
Interviews candidates for management positions
Prepares employment offer letters for exempt positions
Conduct new hire orientation
Ensures that Management Orientation Feedback forms are received and reviewed with hiring managers
Assists Executive team in Opening Day Meeting for acquired hotels
Coordinates OE meetings with GMs and conducts annual benefit open enrollments meetings
Coordinates and communicates quarterly 401(k) open enrollment process
Works with management to analyze competitiveness of wages within comp set and makes recommendations to Vice President of Administration where we are non-competitive and need to make marketplace adjustments.
Delivers training programs in the areas of employment law, recruitment, orientation, performance management, and policies and compliance as requested by home office HR
Supports regional management in the annual performance appraisal process to ensure effectiveness and timeliness of process
Provides on-going coaching to support regional management in closing performance gaps
Visits each hotel twice per month to speak with and get to know employees and encourage their open and direct communication
Supports regional management in the resolution of employee issues
Supports management in the implementation of company wide recognition programs
Supports management in creating and maintaining a work environment that is aligned with the Vision and Mission Statement
Coordinates annual employee survey process with GMs. Assists management in planning and implementing improvement ideas that are identified in the survey and approved by home office
Conducts management exit interviews
Audits management adherence to company exit interview policy for hourly employees
Provides Vice President of Operations, General Managers and Vice President of Administration with quarterly turnover reports and analysis of root causes for hotels that are exceeding turnover percentages as defined by HR
Manages active claims and works with GMs in providing modified duty to employees who have worker comp claims
Maintains up to date Safety Guidebook
Assist Chief Engineers with the Safety meeting
Supports GMs in the use of, and adherence to, the Safety Guidebook
Partners with regional management to ensure compliance with federal, state, and local employment laws and regulations.
Partners with GMs to ensure that hotels are in compliance with federal and state posting requirements
Performs quarterly personnel file maintenance audits at each hotel to ensure compliance with company policy and state regulations. Provides Vice President of Operations and Vice President of Administration with status report for hotels not in compliance
Provides back up for HRIS data entry when primary data entry source not available
Assists GMs in coordinating unemployment claims with outside vendor when needed
Supports managers in compliance with LOA processing requirements and generates letters to employees that are related to leaves of absences
Provides Vice President of Operations and Vice President of Administration with information and reports as requested
Always maintains professional discretion and confidentiality
Watch for safety hazards and report them immediately
Investigates complaints of harassment, violations of company policies and charges of discrimination from federal or state enforcement agencies and communicates with Vice President of Operations and Vice President of Administration re those issues
MINIMUM REQUIREMENTS
BS, BA or evidence of equivalent satisfactory experience and 5-7 years progressively more responsible experience in exempt level, Human Resources management.
Certification as a PHR or SPHR is desirable
Hotel experience necessary
Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations.
Ability to write reports, articles, and business correspondence.
Ability to effectively present information and respond to questions from groups of managers, staff, and the general public.
Ability to calculate figures and amounts such as discounts and additions on invoices, expense reports etc. Ability to reconcile differences in data.
Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.
HRI is an Equal Opportunity Employer and provides fair and equal employment opportunity to all employees and applicants regardless of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status or any other protected status prohibited under Federal, State, or local laws. All employment decisions are based on valid job-related requirements.