Human Resources Manager

The Human Resources Manager must be an experienced professional with knowledge of all matters relating to Human Resources: recruitment, hiring, benefits, training, employee relations, engagement, Health, Safety and compliance with both federal and state law.

It is imperative for Human Resources to ensure the hotel is hiring the best talent through strategic staffing, ensuring this talent is receiving comprehensive training, creating a safe and productive work environment and acting as an operational business partner, process facilitator and change agent.

Job Duties

• Manage and ensure the efficient administration aof the Human Resources function
• Communicate employment, education, professional development, benefits, compensation and team member and labor relations practices for the hotel
• Ensure hotel compliance with all local, state, and federal laws and regulations
• Recruit, interview, train, supervise, counsel, schedule and evaluate team members
• Manage the financial aspects of the department's budget
• Foster a positive culture within the hotel to include leading by example and providing guidance and support to all management and hourly team members
• Administer leave of absence paperwork and communication
• Conduct investigations and ensure compliance with company policies
• Process Payroll
• Other duties as assigned

Job Requirements

• 3+ years of Human Resources Management experience required
• Experience with Affirmative Action Plans or working for a government contractor required
• Experience in a hotel environment highly preferred
• Degree in HR or HR Certification with experience required
• Previous experience processing payroll required
• Excellent communication and presentation skills
• Previous experience with UltiPro preferred
• Bilingual in English/Spanish preferred

Ideal candidate will be able to successfully pass a background, credit and MVR check.

We offer excellent growth opportunities and benefits that include:

• A first-class salary and superior benefit packet
• Medical (two options) with vision
• Dental
• 401(k) with 4% company match
• Critical Illness
• Accident Insurance
• Hospitality Indemnity
• Voluntary Term Life Insurance (self, spouse/domestic partner, and children)
• Short-Term Disability
• Long-Term Disability

• Paid time off (vacation, sick, personal, and personal/medical leave time)
• Free lunch/ stipend
• Free uniforms
• Free non-slip shoes (two free pair per year!)
• Progressive fun workplace
• Positive associate relations
• Associate recognition and events, incentives and rewards monthly
• Ongoing training
• Education assistance
• Career progression
• Major hotel discounts at over 7,000 hotels worldwide
• Other company discounts

Successful Candidate must have good credit and be able to pass a background check.

Sheraton Suites Orlando Airport is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. If you need accommodation for any part of the application process because of a medical condition or disability, please call 505-349-8024 or email yadira.delgado@sheratonorlandoairport.com to let us know the nature of your request.

Experience

• 5 year(s): Human Resources Management experience

Education

• Bachelors or better in Human Resources Management or related field

Licenses & Certifications

• HR Mgmt Certificate

Skills

• Training
• Employee Relations
• Conflict Resolution

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)