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Human Resources Generalist

2 months ago

New York, United States Crosby Hotel LLC Full time $70,000 - $80,000
Job DescriptionJob Description

Human Resources Generalist/ Payroll Administrator

Job Description

Goals and Objectives

The Human Resources Generalist is a key member of the human resources function that builds the Firmdale Core Values of Passion, Enthusiasm, Resilience, Attention to Detail and Relationships. Through developing and maintaining close working relationships in the assigned hotel functions the HR Generalist/Payroll Administrator seeks to ensure employee satisfaction in a culture where employees can Love What You Do. As a presence in the Hotels this leader provides direction, guidance and implementation in a manner that supports company growth while adhering to, and demonstrating, Firmdale Core Values.

Required Education/Experience

The Human Resources Generalist should have the following education and experience:

  • Minimum 2 years of employee relations experience preferably in a hospitality setting.
  • 2+ years of effective administration of payroll and recruitment processes, preferably using an ADP platform.
  • Effective employee communications of standards and employee benefits information.
  • College Degree Human Resources, a business-related discipline or subsequent certification and training in the function.
  • Proven results in high volume recruitment and onboarding.
  • Strong Word, Excel and PowerPoint skills.

Knowledge and Skills Required

The successful Human Resources Generalist/Payroll Administrator must demonstrate the following knowledge and skills:

  • The ability to listen effectively to employee and management concerns, provide conflict resolution, conduct investigations and follow up on outcomes.
  • Ability and skill to identify sources for employment candidates, implement and ensure smooth processing and recordkeeping of the hiring function.
  • Excellent knowledge and experience processing payroll demonstrating concistent attention to detail to ensure accuracy and timely payments to staff.
  • Strong communications verbally and in writing.
  • Ability to build effective relationships at all levels within an organization and among a diverse workforce.
  • Flexibility in the face of rapidly changing staff needs and requests with short notice.

Competencies

Influential Power Ability to credibly advocate for a position, influencing others in direction and able to motivate employees at all levels and show them how to excel at their jobs, embrace change and make ethical decisions.

Talent Management A true steward who can identify talented and enthusiastic individuals i with the skills and experience to represent the Hotel as new employees and through growth and promotion.

Business Ally Partner who can identify courses of action that provide a balance between employee interests while meeting company goals and operational needs.

Relationship Builder A leader who can develop, maintain, and strengthen partnerships with within the Hotel to build and maintain the Firmdale Family.

Essential Functions

The Human Resources Generalist/Payroll Administrator has the primary duty of managing assigned Human Resources responsibilities that are integral to consistent operations that meet Firmdale standards and Core Values.

This primary duty consists of the following essential functions:

  1. Hotel Recruitment and Interviewing:
  • Building knowledge and relationships with leaders in the assigned functional areas across both Hotels, Rooms and Food or Food and Beverage, to identify talent best suited for the properties.
  • Creating and implementing strategies for attraction, recruitment and selection.
  • Identifying and utilizing effective recruitment sources including job postings, networking, involvement on two boards
  • Maintaining a structure for a talent bank of potential candidates for future job openings.
  • Identifying and implementing a consistent structure for communication and connection with Talent Bank candidates.
  • Provide appropriate pre-screened candidates as requested by HODs.
  • Request and follow through on preemployment screening as part of a timely recruitment process.
  • Makes job offers when appropriate, prepares offer letters for management and ensures completion of new hire contracts.
  • Tracks success of recruitment sources
  • Ensure communication follow up to candidates throughout the process and to those not selected.
  1. Onboarding
  • Implement paperless onboarding and follow up to update and improve processee
  • Follows up with Training Manager to coordinate onboarding to ensure attendance at orientation and individual training.
  • Following up with onboarding to ensure Company orientation and individual training, meeting and greeting new employees to assign key fobs, time and attendance process and lockers.
  • Present designated segment(s) of Orientation.
  • Ensuring correct information for new hires for accurate recordkeeping and payroll.
  1. Ensure proper payroll for employees in compliance with Company and wage and hour requirements through effective use of ADP Workforce Now.
  • Administering time and attendance system and payroll processing as required by the Manager of Human Resources Administration.
  • Ensure consistent correct use of ADP Workforce Now by managers and employees, constantly educating employees and managers on the best use of the program. .
  • Training managers and line staff on correct usage of ADP Workforce Now to maximize effectiveness.
  • Build and maintain employee self-service for all benefit day requests including;
  • Vacation
  • Sick Days
  • Personal Days
  1. Builds a culture that reinforces Core Values and maintains employee engagement:
  • Maintaining creative, upbeat employee communications including bulletin boards.
  • Partners with Training Manager for effective Love What You Do program.
  • Works with Human Resources Generalist to identify and implement new initiatives.
  1. Maintain effective performance management processes, programs and actions:
  • Ensuring application of standards and policies and procedures including those in the Employee Handbook.
  • Review timecards in assigned functional areas and communicate with HODs to ensure consistent application of attendance standards.
  • Investigating allegations of misconduct assigned by Human Resources Generalist, including harassment, seeking external guidance when appropriate, providing recommendations and follow up.
  • Follows up to ensure effective implementation of all performance evaluations schedules and relevant content, including 45 day check in, 90 day and annual evaluations for assigned departments.
  1. Manage employee relations interactions through:
  • Becoming a face and listening resource for employees by regularly visiting each department.
    1. Coordinating with the HR Generalist to identify scheduling in each hotel and communicating this to the team.
  1. Beginning a work schedule at least two days a month at 7 am in order to be available to overnight staff members.
  • Building relationships with HODs through consistent, regular communication.
  • Coaching managers on effectively addressing issues using the Situation, Behavior, Impact (SBI) method.
  • Knowing when to escalate significant matters to the Human Resources Generalist
  • Mediating concerns between co-workers and employees and managers.
  1. Education Reimbursement Program
  • Partners with Manager of Training and Development to review requests and oversee program.
  • Ensures flow of all documentation from initial request through payment.
  • Tracks pay-outs.
  1. Assists General Manager, Assistant General Manager and HODs with special projects including:
  2. Employee recognition.
  3. Employee events.

Physical Requirements

  • Ability to read, review, enter and retrieve information from computer and hard copies.
  • Regular communications in person, writing and by telephone.
  • Prolonged standing, walking and bending in addition to sitting in front of a computer

Relationships

  • Person Assigning Work; Human Resources Generalist with a dotted line to the Manager of Human Resources Administration and to General Managers
  • Supervises: No Subordinates.
  • Regularly Works With or Provides Results For; Management Team and all Hotel(s) Staff members