Human Resources Manager

Who We Are

The Admiral: Illuminate Your Career in a World of Elegance

With a mission to dazzle and delight, we provide an environment that’s as inspiring as it is welcoming. As part of our team, you'll be the face of a storied hotel where tradition meets innovation, and every day is a celebration of our city's rich culture. If you’re ready to be part of our illustrious story, learn more at theadmiralhotel.com.

LOCATION: 251 Government Street Mobile, AL

Benefits

• A culture that values passion, individuality, and fun!
• Opportunities for internal growth and development
• Paid Time Off (PTO)
• Paid holidays
• Earned Wage Access through PayActiv- access to your earned wages before payday!
• Affordable medical, dental, & vision insurance plans
• Company provided life insurance
• Short & Long Term Disability and Accident and Critical Illness Insurance
• Traditional 401(k) & Roth 401(k) with employer matching of up to 3.5%
• Tuition Assistance
• Referral program
• Employee Assistance Program
• Discounts at all Avocet-owned hotels & restaurants
  
  

Position Summary

The Admiral's People & Culture Manager manages all People & Culture functions for the hotel as directed by the General Manager and the VP of People & Culture. The ideal candidate for this position is to plan, direct, and coordinate human resources functions such as job design, recruitment, employee relations, performance management, training & development, regulatory compliance, payroll assistance, and talent management. While no job description can possibly provide a comprehensive list of job duties, the following is a summary of the major responsibilities for the position.

Main Duties And Responsibilities

• Bridge management and team member relations by handling questions, addressing grievances, and helping resolve issues.
• Investigate incidents thoroughly and comprehensively. Anticipate problems whenever possible and develop, recommend, and initiate appropriate steps for resolution. Report all incidents to the General Manager and to the VP, People & Culture when appropriate. Make every effort to establish a positive employer-employee relationship and promote a high level of team member morale through the investigation process.
• Provide current and prospective team members with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
• Employee Changes - Process PAFs for payroll-related changes; assist employees with changes to personal information.
• Identify legal risks, ensure legal compliance and accurate record keeping for government reporting and regulations.
• Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management. Identify trends that could impact organizational objectives and/or operational resources. Interpret appropriate laws and policies and advise management, employees, and retirees accordingly.
• Ensure that managers provide proper documentation to ensure that all team members are being treated fairly, and performance management is being conducted in order to promote team member growth and improvement.
• Onboarding: Contact applicants to make job offers; send background check links to applicants; send onboarding experience to new hires; have a mini-orientation on the new hire’s first day; maintain all spreadsheets and checklists; communicate with managers and applicants throughout the hiring and onboarding process.
• Keep all employee files up to date in ADP , including all onboarding documents, offboarding documents, corrective action, property acceptance forms, payroll action forms, etc.
• Maintain property parking pass spreadsheet, adding new hires, removing terms, and communicating actively with our parking company to keep things up to date.
• Oversee property Access & Permissions spreadsheet for all new hires, terminations, and promotions. Ensure appropriate tagging is done and accounts are created and removed in a timely manner.
• Orientations - Coordinate with Sales regarding logistics and with presenters regarding attendance; issue invites to employees; host and oversee each orientation session.
• Terminations - Attend terminations as requested. Process terminations in ADP. Compose and send termination letters.
• Corrective Actions - Assist managers with corrective actions as necessary including, but not limited to, documenting the corrective action, sitting in on the meeting, and following up with the employee and/or manager.
• Company Policies & Procedures - Develop new/update existing policies and procedures as necessary.
• Departmental Policies and Procedures - Work with each department to develop a comprehensive repository of specific policies and procedures.
• Communicate policies and procedures that meet the needs of the company and comply with regulatory guidelines.
• Unemployment claims - Respond to all claims. Attend all hearings.
• Leave of Absence—Assist any employees needing LOA with proper paperwork and maintain communication with them while on leave.
• Assess training needs to apply and monitor training programs.
• Ongoing Manager training - Develop and conduct or outsource training for many topics, such as a) Recruitment/Onboarding; b) Corrective Action/Termination/Documentation; c) Harassment/Open Door; d) Reasonable Suspicion/Drug & Alcohol; e) Injuries/Incidents; f) ADP/Payroll; g) Contract Workers/Temps; h) Reviews; j) Job Descriptions; k) Accounting; l) Expectations of managers/leadership
• New Managers: Develop a plan to train them on systems and policies, set up emails with correct signatures, give them information about employees, etc.
• Job Descriptions - Work with each department to annually review and revise job descriptions.
• 30-60-90 day review period program - develop and monitor to ensure compliance by managers.
• Monitor overall P&C strategies, systems, tactics, and procedures across the organization.
• Work closely with management on succession planning issues to identify internal strengths for filling key openings in the hotel. Provide feedback regarding team member’s potential for promotion based on personal interaction, performance reviews and conversations with team members at all levels.
• Provide training to team members for benefits enrollments, workplace harassment avoidance, customer service, and related issues.
• Perform benefit and payroll problem resolution on an ongoing basis.
• Bi-weekly coordination of payroll with managers; review of payroll prior to turnover to corporate; submit payroll action forms for bonuses (pineapple award, sign-on, referral, etc.); final review and approval of payroll register.
• Analyze hotel turnover and compensation data.
• Meet weekly with the Avocet People & Culture team as well as the hotel management operations team to ensure accurate communication of all HR initiatives and information.
• Maintain team member confidentiality and respond to requests for information.
• Report workplace injury incidents to General Manager and VP, People & Culture. Look for ways to promote team member safety and ensure OSHA compliance.
• Develop and monitor overall HR strategies, systems, tactics, and procedures across the organization to align with the overall business strategy.
• Support current and future business needs through the development, engagement, motivation, and preservation of human capital.
• Employee engagement - Recognize birthdays/work anniversaries / Holiday Contests or giveaways / Games that enhance property knowledge (hide and seek, trivia)
• Nurture a positive working environment and promote an Open Door policy.
• Uphold the highest ethical and professional standards.
• Maintain knowledge of hotel features/services, outlets, hours of operation, etc.
• Properly represent the company and the profession to outside organizations and the community.
• Be knowledgeable of, implement, communicate, and comply with policies of The Admiral Hotel, the People & Culture Department, and Avocet Hospitality Group.
• Maintain confidentiality and security of all team members, guests, and general hotel information.
• Assist in other areas as needed.
  
  

Supervisory Responsibilities

None

Job Requirements

Education: Bachelor’s degree and/or human resources certification such as SHRM-CP or PHR preferred but not required.

Experience: 4 years of hospitality industry accounting experience, human resources experience, or a combination of the two.

Skills

• Proven working experience in the Human Resources Field
• Very strong interpersonal and communication skills are required
• People-oriented and results-driven
• Knowledge of HR systems and databases
• Ability to architect strategy along with leadership skills
• Ability to remain organized and meet all deadlines
• Excellent active listening, negotiation, and presentation skills
• Strong ability to build and effectively manage interpersonal relationships at all levels of the company
• In-depth knowledge of labor law and HR best practices required
• Computer literacy & knowledge of Microsoft Office products required
• Prior experience with ADP is a plus
• Ability to work in and maintain a paperless environment.
  
  

Working Conditions

The working conditions described below are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Equipment To Be Used

Computer, printer, telephone

Physical & Mental Requirements

• Regularly required to stand, walk, talk, and hear; frequently required to use hands to handle, feel and reach with hands and arms; frequently required to sit at desk and use computer and monitors. Requires manual dexterity sufficient to operate standard office equipment. Requires normal range of hearing and vision.
• Must be able to lift, push, pull, and move equipment, supplies, etc., in excess of ten (10) pounds.
• Must be able to resolve problems, handle conflict, and make effective decisions under pressure.
• Must have a high attention to detail
• Must be self-motivated and possess excellent organizational skills
• Must have strong written and verbal communication skills as well as strong listening skills
• Must be able to complete work in a timely and accurate manner
• Must be able to maintain the highest level of confidentiality
• Must have the ability to efficiently work and relate with all levels of team members.
  
  

Work Environment

• The work environment includes team member contact and may involve varying conditions and circumstances with guests, visitors, government agencies, etc.
  
  

EOE/DFWP