SUMMARY:The Director of Human Resources is responsible for the successful management operation of all fair labor practices, staffing/recruitment, worker compensation, employee relations, company benefits, employee training. Develop and manage processes and programs to reduce and control voluntary turnover. ESSENTIAL DUTIES & RESPONSIBILITIES: - Responsible for assisting in directing the operations and staff of the HR department. Develops, implements and manages operational goals and monitors achievements of performance and profit objectives.- Serves as strategic business partner to various client groups. Understands the organizational structure for each department; develops and maintains knowledge of the business unit needs; and provides HR support to team members at all levels of the organization. - Develops and maintains productive, informative, and respectful relationships that support achievement of business focused results with assigned departments.- Identifies and develops strategies for client groups with respect to turnover, recruitment, staff development, engagement, employee relations, guest service, compensation, benefits/wellness, and, performance management issues.- Assists in preparing, monitoring and adhering to budgets and ensuring compliance to departmental budget initiatives. Reports budget concerns / deviations to the Executive Management / GM.- Enthusiastically supports, actively promotes, and demonstrates superior customer service in accordance with department and company standards and programs. Ensures customer service standards are followed by all team members and addresses issues as they arise. Responsible for the overall achievement of department customer service goals. - Ensures that scheduling is done in an effective and efficient manner, while maintaining labor costs, meeting staffing objectives and achieving guest satisfaction. Partners with the top HR leader in the monthly reconciliation, P&L review and approving departmental purchasing.- Partners with Executives to determine the Human Resources department’s strategy and its needs. - Analyzes property trends and metrics relative to engagement, turnover, staff development, etc. in partnership with HR team. Develops solutions, programs and policies, as necessary, relating to turnover, recruitment, engagement, leadership opportunities; Reviews and benchmarks the internal and external environment to improve HR policies and initiatives.- Develops reports and other key metrics; including but not limited to, the monthly HR Scorecard, Strategic Plan or other identified HR analytics.- Conducts and oversees effective, thorough and objective investigations in cases of grievances, harassment, employee concerns or EEOC issues.- Supports the internal and external recruitment efforts for the property to include, but not limited to:- zmsnshinh Open Job Requisitions for Exempt positions- Pre-screen potential candidates and build talent pool for all positions- Developing sourcing strategies for open roles- Manages and resolves employee and/or labor relations issues; handles grievances and arbitrations if applicable. - Maintains current knowledge of HR policies, programs, laws and regulations.- Provides performance management (coaching, counseling, career development, corrective action and terminations) guidance/counsel to client groups and their teams to ensure compliance with law, regulations, and internal policy/procedure. - Creates and develops staff development programs and delivers results that corresponds with established goals. Analyzes results from programs and redirects as necessary for talent development purposes. - Assists Executive leaders to identify Manager development opportunities and ensure they are able to meet current and future performance standards.- Participates in the creation of the property Talent Review process and development plans for property leaders.- Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.- Participates in and provides human resources updates and feedback in property management meetings at various levels.- Develop and maintain knowledge of assigned department’s jobs, organization structures, and compensation and operating practices relating to Human Resources.Monitors, evaluates, and develops strategies and practices to address potential areas of conflict among managers, employees, and departments.- Provides guidance and counsel to management concerning corrective actions, performance reviews, and terminations, to ensure compliance with governmental laws and regulations and internal policies and procedures.- Responsible for ensuring the compliance with all regulatory compliance within area of responsibility and reporting potential issues to Executive Management / GM.- Maintains strict confidentiality in all departmental and company matters. SUPERVISORY RESPONSIBILITIES This job has supervisory responsibilities. - Responsible for staff development and training programs.- Responsible for rewards and recognition program to maximize employee engagement.- Evaluates team members within department and delivers constructive feedback to employees in regards to performance.- Determines recommendation for staffing (including interviewing and hiring) and scheduling (planning, assigning and directing work) to meet business needs. - Determines work procedures and expedites workflow.- Responsible for employee performance (disciplining, coaching, counseling).