People Advisor/HR Manager
Key Purpose The People Advisor/ HR Manager partners with operational leaders to strengthen manager capability, provide practical coaching on routine employee relations and performance management, and promote consistent application of company policies. The role supports employee engagement, compliance, and the employee experience within the ISS People & Culture (P&C) operating model. The People Advisor/ HR Manager provides advisory support and connects employees and managers with specialized services; the role does not replace the COE services. P&C Centers of Excellence (COEs), including Leave of Absence, Benefits, Learning & Development (L&D), Compensation, and Employee Relations Investigations, retain ownership of their specialized services and work directly with operational managers and employees. This account employs more than 150 employees during its December–May operating season and it is located in Wellington, FL. Manages two high-volume restaurants, catering, cleaning, maintenance, and event-based operations, including a significant population that works primarily on Saturdays/Sundays therefore, this position must work every weekend during season, which is from December thru May of the following year. Maintain a visible, approachable on-site presence across departments, shifts, and business activities, partnering with restaurant, catering, cleaning, maintenance, and event leaders.
Key Responsibilities
- Manager Support & Coaching
- Provide tailored day-to-day coaching for assigned matters and situations requiring additional advisory support.
- Coach managers on workplace expectations, attendance, conduct, employee communication, accountability, and conflict resolution.
- Help managers apply company policies and established P&C processes consistently, identify appropriate next steps, and prepare for employee conversations.
- Connect managers with L&D resources and microlearning on performance management, conflict resolution, and other people-management topics.
Employee Relations & Escalation
- Conduct intake for routine employee relations concerns, clarify the issue and desired outcome, and document relevant facts.
- Determine whether concerns can be addressed through routine manager intervention or require escalation, to the appropriate P&C COE.
- Guide managers in addressing routine workplace and interpersonal concerns within established service standards.
- Support formal investigations and higher-risk matters. Formal investigation ownership remains with the designated Employee Relations Investigations team.
Performance Management
- Guide managers through performance management processes, including expectations, coaching, documentation, and corrective action.
- Review performance documentation for clarity, consistency, appropriate supporting facts, and alignment with company practices.
- Coach managers on having effective and respectful performance conversations with employees.
- Track performance-related actions and follow up with managers on required next steps.
Corrective Action & Termination Review
- Review corrective action documentation and proposed employee terminations to help ensure appropriate process and documentation.
- Confirm managers have clearly documented performance, conduct, attendance, or other relevant concerns before proceeding with employment actions.
- Coordinate the termination review and approval process in accordance with established protocols.
- Provide managers with guidance for conducting termination discussions professionally and consistently.
- Support completion of required documentation following separation.
Employee Support & Service Navigation
- Guide employees and managers to AskHR and established Shared Services channels as the first step for routine inquiries, and help them connect with the appropriate COE or support function for specialized services.
- Provide practical guidance on company policies, workplace expectations, and available P&C resources for assigned matters.
- Recognize sensitive employee concerns and escalate them to the appropriate COE in accordance with established protocols.
Documentation, Insights & P&C Partnership
- Maintain accurate case notes, employee relations records, and P&C documentation in accordance with established practices; protect confidential organizational, employee, and account information.
- Monitor recurring questions, employee relations themes, corrective actions, separations, and attendance concerns; recommend preventive actions, manager education, and process improvements.
- Conduct employee listening activities, stay interviews, and exit-feedback reviews, and partner with leaders on practical engagement, retention, recognition, and communication actions.
- Provide workforce reporting and insights on staffing, turnover, employee relations, attendance, training, engagement, and emerging risks; use workforce assessments to recommend improvements.
- Support audits, compliance reviews, policy implementation, and corrective action plans with appropriate Center of Excellence. Monitor completion of required training, employee documentation, and P&C processes
- Support initiatives that strengthen manager effectiveness, employee experience, and consistent, scalable people practices.
Collaboration & Decision Boundaries
- Partner with operational leaders while reinforcing their accountability for employee management, performance, workplace experience, and employee communications.
- Coaches managers, reviews documentation, and coordinates required handoffs and reviews;
- Refer specialized matters to Employee Relations, Talent Acquisition, Compensation, Benefits, Leave of Absence, Payroll, HRIS, Safety, and other appropriate COEs or support functions,
- Communicate workforce insights, risks, and recommendations clearly to P&C and operational leadership, and promote service excellence, accountability, inclusion, and respect.
Success Criteria
- Employees and operational leaders have trusted P&C relationships supported by appropriate independence and confidentiality.
- Managers apply company policies consistently, conduct effective employee conversations, and retain accountability for employee management.
- Assigned matters receive practical guidance, and matters requiring specialized expertise are escalated through the appropriate channels.
- Documentation is clear, complete, confidential, and aligned with established processes; required reviews and handoffs are completed.
- Workforce data and employee feedback inform practical improvements to manager effectiveness, employee engagement, workforce readiness, and the employee experience.
Qualifications
Required Experience & Skills
- Five to seven years of progressive Human Resources or People & Culture experience, including meaningful experience in employee relations, manager coaching, conflict resolution, and performance management.
- Strong working knowledge of employment law, wage-and-hour requirements, performance management, and HR best practices.
- Current proficiency with Microsoft Office tools, including Outlook, Word, Excel, and PowerPoint.
- Demonstrated organizational, written communication, interpersonal, customer service, problem-solving, and data-review skills.
- Experience with HRIS, case-management, applicant-tracking, electronic filing, and records-management systems.
- Demonstrated ability to work independently, exercise sound judgment, maintain confidentiality, and recognize when escalation is required.
Preferred Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Hospitality Management, or a related field preferred; equivalent relevant experience will be considered.
- Experience supporting a high-volume hourly workforce strongly preferred; see the client-specific addendum for relevant operating environments.
- Bilingual English/Spanish communication skills strongly preferred based on workforce needs.
- Experience with SuccessFactors, JDE, UltiPro, or related systems is a plus.
- Human Resources certification is a plus.
Physical Demands & Work Environment
- Prolonged periods of sitting at a desk and working on a computer, combined with frequent on-site interaction with employees and leaders.
- Must be able to lift up to 25 pounds occasionally.
HSEQ Compliance: All employees must adhere to Health, Safety, Environment, and Quality (HSEQ) policies and procedures to ensure a safe and compliant work environment. This includes following safety protocols, maintaining environmental responsibility, and upholding quality standards in all tasks. Employees are expected to actively participate in HSEQ training and report any potential hazards or compliance concerns.
ISS offers full-time employees a variety of benefits, including medical, dental, life, and disability insurance, as well as a comprehensive leave program based on employment status. The annual salary range for this position is $60700.00 - $72000.00 . Final compensation will be determined based on experience and skills and may vary from the above range.
To Executive Search Firms and Staffing Agencies: ISS Facility Services / Guckenheimer does not accept unsolicited resumes from agencies. All unsolicited resumes will be considered ISS Facility Services / Guckenheimer property, and ISS Facility Services / Guckenheimer will not be obligated to pay a referral fee. This includes resumes submitted directly to Hiring Managers without contacting the ISS Facility Services / Guckenheimer Human Resources Talent Acquisition Department.
As a global organization, ISS Group is committed to making the international community more resilient and just for all people. We encourage diversity and inclusion in their broadest terms, including ethnicity, race, age, gender, gender identity, disability, sexual orientation, religious beliefs, language, culture, and educational background. We look to lead our industry by example and to positively influence the market wherever we operate.
Employment with ISS/Guckenheimer may be contingent upon successful completion of a background check and, where appliable, a drug and/or alcohol screening, in accordance with applicable laws and Company requirements.
