Accounting - Labor Manager

2 months ago

Horseshoe Bay, United States Crescent Services Full time

We're looking for a Labor Manager to add as a key new member to the Accounting Team. The Labor Manager's primary responsibility is to coordinate and manage the Resort's labor and productivity by providing analytical reporting and leading labor meetings. They'll perform the day-to-day activities associated with payroll processing as defined by the process procedures and in accordance with company policy. This person will be the liaison between Horseshoe Bay Resort's accounting team and our corporate accounting office.

Benefits

  • Medical, Dental, Vision Insurance
  • Paid vacation, paid Holidays
  • 401k plan with employer match
  • Long and short-term Disability
  • Major Illness Insurance
  • Accident Insurance
  • Limited access to some resort amenities (Golf, etc)
  • Retail and dining discounts
  • Discounts at all Crescent Hotels & Resorts properties
The lake life is calling. Where genuine Texas Hospitality meets luxury, Horseshoe Bay Resort is nestled on the shores of beautiful Lake LBJ in the Central Texas Hill Country. We're on 17,000 acres with close proximity to Austin, multiple lakes, State Parks, and some of the best golf in the United States; it's an outdoor lover's dream. When you work in paradise, is it still called work?

No matter your career destination, we can help you get there

With our commitment to Diversity, Equity, Inclusion, and Belonging, everyone can create their own success story at Horseshoe Bay Resort. Great benefits packages, subsidized housing, competitive pay, and scheduled reviews and raises, growth opportunity through our Manager in Training Program (MIT), and fun associate outings and events throughout the year are just a few of the MANY reasons to join our team. What are you waiting for?

Job Benefits
  • Associate housing and shuttle service
  • Weekly meal subsidies
  • Golf and Amenity Privileges*
  • Associate discounts
    • Retail and Dining at Horseshoe Bay Resort
    • Discounts at over 100 Crescent Hotels & Resorts properties throughout the country.


Full Time roles are eligible for the above, plus:
  • Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plans
  • Critical Illness and Accident plans
  • Associate Relief Fund
*Privileges based on occupancy and business levels

GENERAL WORK SCHEDULE:

5 days per week; as needed for special projects

Definition:

The Labor Manager's primary responsibility is to coordinate and manage the Resort's labor and productivity by use of providing analytical reporting and leading labor meetings. Perform the day-to-day activities associated with payroll processing as defined by the process procedures and in accordance with company policy. He/she will be working with other payroll staff, hotel management, employees and in some instances IT and third-party providers. Will be the liaison between property and Corporate Payroll.

General Duties:
  • Defines productivity targets in coordination with department leaders, Controller, and Managing Director
  • Provide in department managers with analytical reporting on labor productivity and overtime
  • Responsible for the development and implementation of productivity projects to reduce costs and improve business profitability.
  • Leads projects as well as coaches other project leaders on the implementation of improvements
  • Help align forecast with actual payroll hours by creating staffing guides with department leaders
  • Compile and process data from time & attendance system; verify accuracy of data and process bi-weekly company payroll; record payroll results in general ledger
  • To provide reporting on payroll results through accounting system and/or time & attendance system as needed
  • To maintain reconciliations of general ledger balance sheet accounts with particular focus on gratuities and payroll deductions, ensuring accuracy of information residing in such accounts and timeliness of entries
  • To maintain company records in an orderly manner ensuring accessibility for ease of research and facilitating the audit function (internal and external)
  • To provide timely and accurate response to inquiries from taxing authorities, auditors, department heads, officers, etc.
  • Other duties as assigned
Employment Standards:
  • Background in accounting
  • Able to access, input and retrieve information from the computer.
  • Good logic, maturity, calculator by touch, typing, computer skills
  • High degree of confidentiality
  • Organizational and computer skills.
  • Common sense; logic.
  • Understanding of mathematics & accounting.
  • Pleasant, ability to deal with public, sense of priority, self starter
  • Desire to be integral part of team, cooperative, take pride in a job well done
  • Supportive of other employees
  • High School Diploma or GED required
  • 10-key calculator by touch.
Physical & Mental Requirements:
  • Must be able to reach top drawer of four-drawer cabinet.
  • Moderate lifting and carrying, 15-45 pounds.
  • Must be able to bend stoop, reach and stretch repetitively.
  • Must have normal vision with corrective lens.
  • Must have neat and pleasant overall appearance.
  • Must be able to sit for extended periods of time.
  • Must be able to communicate effectively with the general public.
  • Constant finger dexterity.
  • Comprehend reading materials, speak, read and write English.
  • Must be able to work well with numbers.


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 60-1.35(c)

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