Area Human Resources Director-Field

Job Summary

A high-profile position, the Area Director of Human Resources will partner with the property level leadership team acting as a trusted advisor. You will help the organization meet business goals and objectives by understanding the business needs, objectives, and challenges, and by providing appropriate consultation and guidance. The Area Director of Human Resources is responsible for leading and collaborating with the overall operation of the Human Resources Department to include but not limited to staffing, retention, training, benefits administration, leave of absence administration, employee relations, discipline, terminations, associate relations, and workers' compensation. In addition, this position assesses organizational needs, develops aligned human resource solutions, and implements strategies in the area of employee relations, compensation, benefits recognition, and administration. This Area Director of Human Resources role will report directly to the Regional Human Resources Director with a dotted line reporting relationship with the General Managers within the Area responsibilities. Depending on the complexity of the assets, an Area Director may have from 10-18 properties.

Qualifications

• Preferred degree from an accredited university in Human Resources or related major; 5+ years experience in human resources management operations and/or relevant operational experience, OR 4-year bachelor's degree.
• Leadership of Professional Demeanor - exhibiting behavioral styles that convey confidence and command respect from others, making a good first impression, and representing the company in alignment with its values.
• Problem Solving and Decision Making - Identifying and understanding issues, problems, and opportunities; obtaining and comparing information from different sources to draw conclusions, develop and evaluate alternatives and solutions, solve problems, and choose a course of action.
• Communication - Conveying information and ideas to others in a convincing and engaging manner through a variety of methods.
• Strong public presentation skills.
• Basic Competencies - Fundamental competencies required for accomplishing basic work activities.
• Basic Computer Skills - Using basic computer hardware and software.
• Mathematical Reasoning - The ability to add, subtract, multiply, or divide quickly and correctly in a way that allows one to solve work-related issues. Superior Excel skills a plus.
• Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
• Reading Comprehension - Understanding written sentences and paragraphs in work-related documents.
• Writing - Communicating effectively in writing as appropriate for the needs of the audience.

Responsibilities

• As a member of the Human Resource organization, he/she contributes a high level of human resource generalist knowledge and expertise.
• This role ensures compliance with federal, state, and local regulations, as well as standard operating procedures, and fills the role of leadership coach and strategy advisor on all things related to the property culture and people.
• Ensures managers are trained on and retain employee files in compliance with applicable law, whether the files are paper or electronic.
• Ensures that terminated associate files are retained for the required length of time.
• Ensures managers are compliant with all human resource policies and conducts periodic audits to test for compliance.
• Trains and empowers managers on performance coaching and assists in advising and documenting complex disciplinary actions.
• Trains and ensures compliance with key policies (i.e. Non-Harassment, Non-Discrimination, Non-Solicitation).
• Oversees the property response to unemployment claims in a timely manner.
• Ensures managers are trained on guiding principles and the company philosophy on treating associates fairly and equitably; that documentation processes are maintained on all disciplinary issues and that any issues are brought to resolution.
• Oversees coaching and helps ensure that policies are fairly and consistently applied.
• Communicates human resource activities and implementation of policy and process changes in a timely manner.
• Exemplifies and supports concepts supporting positive associate relations.
• Communicates property rules and regulations and progressive discipline policy.
• Provides oversight and training on human resource development processes such as performance management, 360s, compliance training, merit, and bonus.
• Provides advice and assistance as needed to supplement People Answers training on recruiting, learning and development, benefits administration, and employee engagement.
• Participates in the interviewing and hiring of leadership team members.
• Ensures performance evaluations and merit increases are processed appropriately.
• Manages performance appraisal process and ensures reviews are conducted timely, increases are processed correctly, and the process is complete.
• Human resources leaders serve as a supplement to management and an additional channel for recourse for associate issues; in this role, the Area Human Resources Director establishes and maintains open collaborative relationships with associates and managers and helps them resolve conflict and build a positive workplace.
• Utilizes an “open door” policy to address associate problems or concerns in a timely manner by working with the GM and leadership team to identify and address actions on issues or concerns.
• Coaches leaders on effective associate communication channels established and active in departments (regular department meetings, property back of the house communication, stand-ups).
• Trains on effective methods of retention and helps the team understand turnover data and causes of workplace dissatisfaction.
• Monitors work environment for signs of general dissatisfaction or third-party intervention.
• Helps managers understand associate feedback and create action items to address.
• Supports and assists in organizing “Love All Serve All” and Culture Club events and other community service activities.
• Trains hiring managers on tools for recruitment and interview standards so interviews are conducted according to recommended guidelines, consistent screening criteria is used, and only job-related questions are asked.
• Ensures FLSA practices are established and followed; escalates requests to change positions from non-exempt to exempt to RHRD and VP Human Resources.
• Adaptability - Maintaining performance level under pressure or when experiencing changes or challenges in the workplace.
• Managing Execution and Planning and Organizing - Gathering information and resources required to set a plan of action for self and/or others; prioritizing and arranging work requirements to accomplish goals and ensure work is completed.
• Driving Results - Setting high standards of performance for self and/or others; assuming responsibility for work objectives; initiating, focusing, and monitoring the efforts of self and/or others toward the accomplishment of goals; proactively taking action and going beyond what is required.
• Building and Contributing to Teams - Leading and participating as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.
• Building Relationships - Understands how to create bridges across functions; is articulate, empathetic, and informed; a good listener, quick at processing information, and a strategic thinker.
• Coworker Relationships - Interacting with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.
• Customer Relationships - Developing and sustaining relationships based on an understanding of customer needs and actions consistent with our Culture.
• Fostering Inclusion - Supporting associates with diverse styles, abilities, motivations, and/or cultural perspectives; leveraging personal differences to achieve objectives; and promoting a work environment where all associates are given the opportunity to contribute to their full potential.
• Talent Management - Providing guidance and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.

Company Overview

As the global leader in third-party hotel management, our growing portfolio represents over 1,550 hotels in all 50 states and 22 countries, from top international lodging brands to luxury hotels, destination resorts, and lifestyle hotels. Our associates around the globe are passionate about serving our guests and driving exceptional results and thrive in a culture where everyone is inspired to be the best. Join a world of possibility with Aimbridge Hospitality.

Benefits

After an initial waiting period, those hired into full-time positions are eligible for a competitive benefits package that includes the following:

• Now offering Daily Pay ! Ask your Recruiter for more details.
• Medical, Dental, and Vision Coverage.
• Short-Term and Long-Term Disability Income.
• Term Life and AD&D Insurance.
• Paid Time Off.
• Employee Assistance Program.
• 401k Retirement Plan.