B. F. Saul Company Hospitality Group

  • Director of Human Resources

    Location
    The Hay-Adams
    City
    Washington
    Job Function
    Human Resources
    State
    DC
    Type
    Full Time
    ID
    2018-3793
    Schedule
    Daytime/Office Hours
  • Overview and Responsibilities

    The Director of Human Resources is primarily responsible for employee development and training for both leadership and front line employee roles, employee communication, engagement process, employee relations investigations and employee recruitment for the “The Hay-Adams”. This person reports directly to the General Manager and works with hotel key leadership teams to drive the desired results through people strategies. This position requires active leadership in all interactions with employees, unions, guests and the community.

     

    Duties & Responsibilities

     

    1. Provide for impartial treatment to all employees through proper practices and employment policies throughout the hotel. Ensure that all policies are applied fairly and consistently to all employees.
    2. Protect the "owners" from any employee litigation. Manage employee relations process including investigations and resolutions to ensure employee complaints are addressed in accordance with the Performance Management process and the law.
    3. Design, develop, and oversee employee acquisition including recruitment and staffing strategies, processes, and policies at all levels within the hotel. Act as liaison with external recruiters and work to identify pipelines for hard to fill roles.
      1. Serve as coach and expert facilitator of the selection and interviewing process.
    4. Provide the necessary tools to ensure employee satisfaction and growth through training.
    5. Develop, oversee and direct employee events to enhance employee engagement.
    6. Oversee 30 day (Union), 90 day, and annual performance appraisal process.
    7. Improve employee communications and performance by proper use of formal counseling and progressive disciplinary procedures.
    8. Approve and review all terminations, conduct exit interviews and arbitrate complaints.
    9. Direct and administer the grievance procedures of union contracts and act as liaison with union representatives.
    10. Liaison between all departments, the General Manager and Corporate Human Resources.
    11. Provide direct assistance to employees and guests when appropriate.
    12. Develop and manage budget for the Human Resources department and all HR initiatives i.e. Employee parties, training and development, etc.
    13. Responsible for Human Resources strategy and execution.
    14. Serve as key change manager for initiatives that have high employee impact.
    15. Provide meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.
    16. Develop staffing strategy relating to hiring practices; consults with department manager on compensation, benefits, etc.
    17. Direct and manage maintenance of applicant application files and applicant flow log.
      1. Preparation of employee personnel files and maintains accurate, up-to-date information on existing employees.
    18. Understand the wage and benefit programs and manage these programs to attract and retain qualified personnel. Manage benefits administration and communication of health benefits.
    19. Appropriately manage/monitor employee injuries and Worker’s compensation.
    20. Ensure compliance to all government regulations Federal and state and local unemployment, FMLA, ADA, Insurance, EEO-1 Report, OSHA log, and mandated posters.

    Qualifications

    • Required proficiency, knowledge, and experience in all HR processes: selection & employment (sourcing strategies, interviewing skills, Employment laws, college recruiting, on-boarding), employee relations, compensation, benefits administration, workers compensation, and employee management
    • Working knowledge of employment related federal and state laws
    • Strong planning and project management skills and ability to apply these skills in effective working partnerships across all departments
    • Experience in coaching and providing training for business partners and line managers
    • Excellent interpersonal skills, including leadership, influencing, and relationship-building across functions
    • Ability to organize/prioritize work, manage multiple tasks and projects and function effectively as a self-directed leader of multiple initiatives
    • Demonstrate a strong guest orientation
    • Exhibit uncompromising integrity and commitment to company values, human resources principles, and business conduct policies, demonstrating consistency between words and actions
    • Strong results orientation and track record with demonstrated sense of urgency
    • Strong working knowledge of MS Office (Outlook, Word, Excel, Power Point)

    Education: Bachelor’s Degree in Human Resources or related field or equivalent training and experience.

    License/Certification: Certification through educational institute or through SHRM a plus.

     

    Experience: Previous human resources leadership experience in a union environment preferred. Must have a minimum of 2-4 years of progressive Human Resources experience, and a track record of success in a hospitality environment.

     

    Supervisory Responsibilities: Oversees the HR Assistant

     

    Language Skills: Bi-lingual fluency a plus

     

    EEO AA M/F/Vet/Disabled

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