Human Resources Manager

Position Summary:

The HR Manager position is responsible for aligning company and HR objectives with employees and management within a designated region. The position serves as a consultant to management on human resource-related issues. The successful HR Manager will focus on fostering positive employee relations, including investigating concerns, resolving conflicts, and ensuring a respectful workplace, while also managing HR functions such as leave of absences, training and compliance.  Through effective communication, the HR Manager will proactively assess gaps and seek to develop integrated solutions. 

Position Responsibilities:  Essential

• Conducts monthly meetings with Regional and General Managers within their assigned region.
• Responsible for the full lifecycle of employees within assigned region. 
• Analyzes trends and metrics in partnership with the HR department to develop solutions, programs, and policies. 
• Manages and resolves complex employee relations issues.   Conducts effective, thorough, and objective investigations. 
• Provides support and guidance to the employees within the assigned region when complex/specialized and sensitive questions and issues arise; required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. 
• Communicate legal and policy guidelines in a clear, concise method with the audience in mind. 
• Provides day-to-day performance management guidance to Regional and General management (e.g., coaching, counseling, career development, disciplinary actions). 
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. 
• Provides HR policy guidance and interpretation. 
• Provides guidance and input on workforce planning and succession planning for assigned region.
• Identifies training needs for assigned region and individual coaching needs. 
• Participates in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• The position will be physically located in the Atlanta office; working remotely outside of Company Directed Guidelines is not permitted.  Currently, the in-office work model is a hybrid with 2 days remote/3 days in the office.
• Any other duties assigned by the HR Director.

Supervisory Responsibility

This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.

Competencies

• Business Acumen
• Communication
• Consultation
• Cultural Awareness
• Ethical Practice
• HR Expertise
• Relationship Management

Essential Skills/Credentials/Experience/Education

• Bachelor's degree and relevant industry experience.
• Minimum of 4 to 10 years experience resolving complex employee relations issues. 
• Must be proficient in Microsoft Office: PowerPoint, Outlook, and have intermediate knowledge of Microsoft Excel
• Must be able to work in a highly collaborative environment
• Must be able to read, speak, understand, and write the English language
• Must work out of the corporate office in Sandy Springs, GA (North Atlanta)
• Exposure to highly confidential/sensitive information and ability to manage this information in a professional, discrete manner
• Requires exceptional multitasking and prioritization of deadlines and projects
• Excellent organizational skills and attention to detail
• Ability to communicate with employees at all levels
• Excellent verbal and written communication skills
• Excellent interpersonal and customer service skills
• Ability to function well in a fast-paced and at times stressful environment
• Working knowledge of multiple human resource disciplines, including benefits administration, workers' compensation/leave programs, employee relations, diversity, performance management, and federal and state employment laws. 

Preferred Skills/Credentials/Experience/Education

• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within two years of employment.
• Prior Hospitality Experience

Working Conditions / Mental and Physical Demands / Travel

Working Conditions

• This position may require long hours and weekend work as job duties demand.
• This job operates in a professional office environment. This role routinely uses standard office equipment such as laptop computers and smartphones.

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. This is largely a sedentary role; however, some filing is required. This would require the ability to lift files, open filing cabinets and bend or stand on a stool as necessary. 
• This position is occasionally required to sit; climb or balance; and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
• 90% of the time will be spent using a computer terminal, which requires extensive eye contact with the video display terminal.
• This position frequently communicates with employees/vendors.  Must be able to exchange accurate information in these situations.

Travel

• Approximately 5% overnight travel; flying and/or driving to properties or meetings located across the US. 

The Company has reviewed this job description to ensure that essential functions and basic duties have been included. It is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills, and abilities. Additional functions and requirements may be assigned by managers/supervisors as deemed appropriate. This document does not represent an expressed or implied contract of employment nor does it alter your at-will employment, and the Company reserves the right to change this job description and/or assign tasks for the employee to perform, as the Company may deem appropriate.