Position: Assistant Director, People & Culture

Reports To: Director of People & Culture

The ‘Quin is Boston’s newest private members-club dedicated to bringing together a diverse group of leaders, creators, and innovators who are interesting and interested in leaving a lasting impact in the community. In reflecting The New Boston, we don’t just care about what you do, but rather, who you are. We are a small, nimble team of hospitality professionals looking for passionate, innovators 'doers' to be part of our team. Join us on our mission to create a community of impact for generations to come.

OUR IDEAL CANDIDATE

The ideal candidate is a driven self-starter who is passionate about people, hospitality, teambuilding, and being the champion of the Company’s luxury standards and culture. They enjoy being part of a start-up environment and are committed to both leading others and being supportive of their leaders. They should have a demonstrated business -sense acting as the owner of their area, experience with data analytics, excellent leadership skills and a passion for helping others, a desire to make the company and individuals better than they found them, and embody high expectations and standards.

Primary Responsibilities

The Assistant Director, People & Culture supports and partners with the Director of People & Culture to design, develop and implement initiatives involving employee engagement and management strategies. This person assists in planning, directing, managing, supervising, and overseeing the P&C Department staff and assigned functions including recruitment and employment, classification and compensation, performance management, policies and procedures, training, HRIS, employee relations, coordinates assigned activities with other departments and outside agencies; and provides highly skilled and robustly experienced support to the Director.

ABOUT THIS ROLE

Provide leadership to create a culture and work environment based on supporting the business and growth of the organization while providing opportunities for staff to learn, grow and develop their abilities

• Create and maintain employee intranet
• Designing and executing innovative talent acquisition strategy including building and maintaining a talent pipeline will be a key part of this job
• Crucial role in updating existing Handbook and policies
• Partner with the Director of People & Culture to create and develop updated procedures and policy guide
• Oversee visa processes for multiple types of visas and liaise with appropriate attorneys as needed
• Design and execute internal mentorship program
• Act as a facilitator of Orientation and OnBoarding Program
• Proactively identify present and future talent gaps and create action plans to address shortfalls
• Ensure meaningful onboarding and create training programs are in place for all new hires
• Ensure internal transfers/promotion process is followed for all internal candidates
• Develop a recognition culture, including creating new recognition or incentive programs that exists among employees and across all departments
• Oversee HRIS system and enrollment of employees
• Foster an environment where employees know they are valued, ensuring they are treated fairly and with respect. Build a culture of open communication, spend time training and coaching employees on the frontlines
• Monitor the local labor environment, including providing comprehensive reports of local and national benefits relaying the competitiveness of pay and benefits, turnover, and data related reports; partner with Director of People & Culture to address any potential issues.
• Successfully and innovatively assist in the implementation HR strategic objectives and monitor for best-in-class results
• Represent The Quin in industry or HR professional associations
• Maintain open lines of continuous, interactive communication with employees to ensure engagement (town halls, exit interviews, All hands meetings, Direct line meetings, etc)
• Oversee review process including manager reviews, 60 day reviews and annual reviews
• Oversee Increase and bonus procedure annually
• Create and promote benefits and perks of working for The Quin through various communication channels
• Oversee and ensure that policies on employee performance appraisals are followed and completed on a timely basis
• Fully understand and comply with all federal, state, county and municipal regulations that pertain to health and safety
• Manage and supervise the daily activities of the Human Resources department
• Participate in and facilitate meetings and monitor and develop team member performance to include, but not limited to, providing supervision and professional development, conducting counseling and evaluations and delivering recognition and reward
• Manage the team member relations program to include, but not limited to, picnics, holiday parties, health fairs, team member communications, special promotions, etc.
• Oversee function of the team member data management system
• Recruit, interview and train team members
• Successfully support and innovatively implement HR strategic objectives and monitor for best-in-class results
• Partner with HR Director to deliver on The ‘Quin values by creating high-impact employee engagement experiences
• Serve as a credible expert on all matters relating to employee engagement, culture, performance management, talent, compliance, leadership and talent development, training and employee relations
• Serve as a visible, participatory leader who proactively and consistently engages with the General Manager, Executive Committee, HR team and employees and communicates/presents HR topics and initiatives
• Remain current on trends to evaluate innovative ways for process/practice improvements, workplace enhancements and share best practices
• Be a knowledgeable resource on FMLA, PFML, ADA, and comp & benefits database
• Help to create succussion planning and paybands structure.
• Select, train, motivate, and evaluate assigned personnel; provide or coordinate staff training; work
• with employees to correct deficiencies; implement discipline and termination procedures.
• Conduct investigations including video footage, interviewing witnesses, provide suggested action to Director
• Mediate, defuse, and resolve conversations and conflicts between managers, and/or staff for optimal engagement and performance.
• Respond to and resolve difficult and sensitive inquiries and complaints.
• Plan, direct, coordinate, and review the work plan for assigned functions and staff; assign and delegate work
• Serve as a liaison for Human Resources to other departments, divisions, and outside agencies
• Assist managers on documentation procedures and edit written documentations, assist in documentation and termination meetings as assigned/needed.
• All other projects as assigned.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the communal work environment is usually moderate.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear, and climb multiple flights of stairs. The employee is frequently required to stand; walk; sit; use hands and reach with hands and arms. The employee is occasionally required to climb or balance; stoop, kneel, crouch, or crawl and taste or smell. The employee must frequently lift and/or move up to 40 pounds.

EXCELLENT BENEFITS including highly competitive pay, generous health and dental insurance, learning and development opportunities, great vacation/PTO plan, and more. This job is primarly on-site but will likely have the option to WFH 1 day/week.

WHO WE ARE LOOKING FOR

• 6 years of experience as a Human Resources Generalist in roles with increasing responsibility in the hospitality industry
• 3 years of operational experience in Food and Beverage or Hotel also preferred
• PHR and/or SHRM-CP credential
• Previous experience communicating with EEOC, MCAD, DOL
• Previous experience with FMLA, PFML, STD, LTD, and ADA situations
• Results-driven leader who is fearless about execution, is creative, can champion a vision and roadmap, and is not afraid to dig into the details
• A strong team player who supports their leader and embraces ownership, accountability, and responsibility for the team’s work
• Ability to both take and give direction, complete projects in a timely manner
• Excellent oral and written communication skills
• Good facilitation, written and verbal communication skills with all levels of management
• Demonstrated ability to influence, mentor, and coach others, with appropriate self-confidence and presence
• Detail oriented, excellent prioritization, time management, organizational and follow up skills
• Demonstrated ability for process excellence and project management
• Open availability and flexibility to work according to the needs of the business
• Proficient with WORD, PowerPoint and Excel
• Bilingual (Spanish and English) preferred
• Knowledge of Federal and Massachusetts Employment Law
• Bachelor’s degree in Human Resources preferred