SPECIFIC JOB KNOWLEDGE, SKILLS & ABILITIES
- Strong knowledge of Human Resources practices, employee relations, and employment-related policies and procedures.
- Working knowledge of applicable federal, Michigan, and local employment laws and regulations.
- Demonstrated ability to handle sensitive employee-relations matters with professionalism, discretion, sound judgment, tact, and empathy.
- Strong investigation, documentation, conflict-resolution, and problem-solving skills.
- Ability to provide practical HR guidance to managers while recognizing matters requiring escalation.
- Strong written and verbal communication skills with the ability to communicate effectively with team members at all organizational levels.
- Strong organizational skills and attention to detail.
- Ability to manage multiple priorities in a fast-paced hospitality environment.
- Ability to maintain confidentiality and appropriately safeguard sensitive personnel information.
Employee Relations & Manager Support •Serve as a primary day-to-day People & Development resource for team members and managers regarding workplace questions, concerns, policies, and employment practices. •Promote positive team member relations and an environment where concerns may be raised and addressed appropriately. •Provide guidance to managers regarding coaching, counseling, attendance, conduct, performance concerns, and application of hotel policies. •Support the consistent and equitable administration of policies and employment practices throughout the hotel. •Conduct and document workplace investigations under the direction of the Director of People & Development, escalating significant or sensitive matters as appropriate. •Assist leaders in preparing disciplinary documentation and ensure documentation is appropriate, complete, consistent, and maintained in accordance with hotel procedures. •Identify employee-relations trends and bring recurring or significant concerns to the Director of People & Development. •Support conflict resolution and facilitate productive communication between team members and leaders. •Maintain discretion and confidentiality regarding sensitive team member and business matters.
HR Operations & Administration •Manage the day-to-day operation of the People & Development office and ensure timely, professional support is provided to team members and leaders. •Maintain accurate and confidential personnel records and required employment documentation. •Oversee HR transactions including hires, transfers, promotions, compensation changes, status changes, and separations.
- Ensure employment documentation and personnel actions are complete, accurate, properly approved, and processed timely. •Maintain HR systems and team member data in accordance with Hilton and hotel requirements. •Conduct regular audits of personnel files, HR systems, employment documentation, and other records for accuracy and compliance.
- Prepare recurring and ad hoc HR reports including turnover, staffing, attendance, employee relations, workers' compensation, and other workforce metrics.
- Assist the Director of People & Development with departmental reporting, planning, and administrative initiatives. Recruitment, Hiring & Onboarding Administration
- Partner with department leaders and the Director of People & Development to support recruitment and staffing needs throughout the hotel.
- Manage or support job postings, applicant tracking, candidate communication, interview coordination, pre-employment processes, and hiring documentation.
- Provide managers with guidance regarding consistent and legally compliant interviewing and selection practices.
- Monitor recruitment activity and identify positions or departments experiencing staffing challenges.
- Ensure pre-employment requirements and approvals are completed before team members begin employment.
- Coordinate with the Learning & Performance Manager to ensure a seamless transition from hiring into orientation, onboarding, and departmental training.
- Maintain accurate recruiting and applicant records in accordance with company requirements and applicable law. Compliance & Policy Administration
- Support compliance with applicable federal, state, and local employment laws and regulations and Hilton and NoMad policies.
- Remain current on employment requirements affecting hotel operations and communicate potential compliance concerns to the Director of People & Development.
- Monitor application of employment policies and identify inconsistencies or areas requiring additional guidance.
- Assist with required employment notices, records, reporting, and workplace postings.
- Support compliance audits and respond to requests for HR documentation as directed.
- Assist with administration of accommodations, leaves of absence, and other protected employment matters under the direction of the Director of People & Development.
- Ensure confidential and legally sensitive information is appropriately maintained and disclosed only as authorized. Benefits & Team Member Programs
- Support administration and communication of team member benefit programs.
- Assist team members with benefit questions and connect them with appropriate resources when additional assistance is required.
- Support benefit enrollment, qualifying life events, open enrollment, and related team member communications.
- Coordinate employment and benefit-related information with appropriate Hilton, payroll, benefit, or third-party resources.
- Support team member programs and initiatives designed to strengthen engagement, communication, recognition, and workplace culture.
Workers' Compensation & Workplace Safety
- Coordinate the administrative process for workplace injuries and workers' compensation claims.
- Ensure workplace incidents are documented and reported timely and accurately.
- Maintain workers' compensation records and coordinate with managers, medical providers, claims administrators, and other appropriate parties.
- Track open claims and work restrictions and maintain appropriate communication with affected team members and leaders.
- Partner with Security, hotel leadership, and other departments regarding workplace safety initiatives and injury-prevention efforts.
- Identify injury trends and communicate potential areas of concern to the Director of People & Development Payroll & Compensation Administration
- Review HR-related payroll information and personnel changes for completeness and accuracy.
- Coordinate with Payroll, Finance, and department leaders to resolve discrepancies involving team member status, compensation, deductions, or other HR-related information.
- Maintain appropriate documentation and approvals for wage and employment changes.
- Assist the Director of People & Development with compensation administration, wage analysis, and related projects as assigned.
- Support accurate and equitable application of approved compensation practices and escalate concerns or inconsistencies. Separations, Unemployment & Employment Records
- Coordinate voluntary and involuntary separation documentation and required HR processing.
- Conduct or support exit interviews and identify recurring themes or retention concerns.
- Process and respond to unemployment claims and requests for employment information in accordance with established procedures.
- Coordinate return of company property and completion of separation requirements with appropriate departments.
- Maintain accurate separation records and ensure required system updates are completed timely.
- Provide employment verification in accordance with hotel procedures.
PARTNERSHIP WITH LEARNING & PERFORMANCE
The Human Resources Manager works collaboratively with the Learning & Performance Manager while maintaining distinct areas of responsibility within People & Development. The Human Resources Manager primarily supports employee relations, HR operations, policy administration, compliance, benefits, workers' compensation, employment records, and the administrative components of recruiting and employment. The Learning & Performance Manager primarily supports orientation, learning and development, departmental training, performance improvement, leadership development, career development, and succession planning. Both positions partner closely with the Director of People & Development.
SUPPORTIVE FUNCTIONS
- Support team member engagement, recognition, communication, and culture initiatives.
- Participate in hotel meetings and People & Development initiatives as assigned.
- Represent the People & Development department in the absence of the Director when requested and within delegated authority.
- Support pre-opening, opening, and ongoing staffing and HR operational needs.
- Assist with special projects, audits, reporting, and organizational initiatives.
- Perform other duties and responsibilities as assigned by the Director of People & Development.
QUALIFICATION STANDARDS
Education Bachelor's degree in Human Resources, Business Administration, Hospitality, Organizational Development, or a related field preferred. Equivalent relevant Human Resources and hospitality experience may be considered. Experience
- Minimum three years of progressively responsible Human Resources experience required.
- Previous experience handling employee relations, investigations, policy administration, and HR operations strongly preferred.
- Supervisory or HR management experience preferred.
- Hospitality experience strongly preferred; luxury hospitality experience is a plus.
- Experience supporting a similarly sized or complex operation preferred. Certifications Professional Human Resources certification such as PHR, SHRM-CP, SPHR, or SHRM-SCP is preferred but not required.
WORK ENVIRONMENT
Hospitality operations function seven days a week, twenty-four hours a day. The Human Resources Manager must be willing to work a flexible schedule when necessary to support team members and hotel operations. The position requires regular interaction throughout the hotel and an active presence with team members and leaders. The Human Resources Manager is expected to model NoMad's culture, professionalism, discretion, service philosophy, and commitment to creating an exceptional workplace.
