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Complex Director of People
4 months ago
As the Complex Director of People & Culture, you will be responsible for shaping the associate experience, fostering a positive workplace culture, and supporting the overall success of each hotel through strategic P&C Managment.
We are committed to providing you with:
Excellent compensation packageOperational incentive plan eligibility
An exceptional benefit plan for eligible associates & your family members
401K matching program for eligible associates
Discounts with our Crescent managed properties in North America for you & your family members
Here is what you will be doing each day:
Assist and support management staff with effective recruiting and interviewing techniques to ensure the hiring and retention of qualified associates. Ensure compliance with Crescent hiring practices. Confirm and verify that new and existing associates possess proper employment eligibility documents. Conduct interviews for all management positions.
Conduct all mandatory Crescent training programs. Ensure brand training is completed for brand Quality Assurance audit, if applicable. Assist department managers to ensure on the job training is completed in a timely manner.
Coordinate & monitor hourly and management performance evaluation process. Assist department managers in writing annual performance reviews and developing achievable goals. Ensure merit increases are equitable and processed in a timely manner.
Support coordinate all Crescent, People & Culture initiatives & business practices. Create an atmosphere of being the employer of choice.
Ensure compliance with OSHA regulations and Crescent safety training program. Manage all worker compensation and guest liability claims.
Assist with the coordination of benefits with Crescent's benefit administrator for new hires, current & terminated associates. Assist associates with requests for FMLA & personal LOA paperwork and coordinates the collection of insurance premium payments.
Ensure hotel departments are entering weekly schedules into web-based time keeping software. Provides weekly payroll reports to General Manager and department managers. Assists with processing of weekly/bi-weekly payroll by reviewing department time edits and pay code updates. Reviews & signs off on final pre-transmission report to ensure accuracy of payment for weekly/bi-weekly payroll.
Support, engage and guide department managers with the assistance of General Manager to develop a positive learning environment. Assists department managers with associate issues or concerns and developing problem resolution strategies.
Required Skills/Abilities:
Five years' Hotel Human Resources/People & Culture Leadership experience required.Demonstrated successfully driving and maintaining high employee engagement.
Experience conducting training sessions.
Brand experience is highly desired.
Proficient in financial and accounting procedures.
Fluency in English language (reading, writing, and speaking) is essential.
At Crescent Hotels & Resorts we strive to create a great place to work where associates at all levels of our organization are respected for their differences, just like the guests and owners we serve. That's why we are dedicated to creating an environment that facilitates open and honest conversations about race, equity, diversity, and inclusion. By examining our own beliefs and behaviors, we can create change through training, recruiting, and promoting diverse talent to strengthen our culture. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c) Source: Hospitality Online
