HR Business Partner

Hotel Asset Value Enhancement•Providence, RI

16d•Hybrid

About The Position

We are seeking a dynamic and experienced HR Business Partner to join our team of almost 50 people and growing. This role will be pivotal in overseeing our HR operations and shaping our people strategy, culture, and employee experience. The HR Business Partner will serve as a trusted advisor to leadership while also executing key HR functions including talent acquisition, employee relations, performance management, benefits, and HR systems. Reports to CEO; working closely with her to champion organizational and people strategy. About hotelAVE Hotel Asset Value Enhancement, Inc. (hotelAVE) is the industry's leading international hotel owner, advisor and asset management firm, with a legacy of unrivaled performance for our partners, owners and lenders of 1,700+ hotels with more than 450,000 rooms, representing over $160 billion of hotel real estate value. The company's current asset management portfolio comprises over 75 hotels and $12.5 billion in assets under management. The firm advises on an additional $10 billion of hotel real estate annually and the firm’s operational effectiveness division implements projects that increased GOP margins by an average of 500 bps without impact to guest service as measured one year after installation. hotelAVE uses a highly data driven and comprehensive approach, which is supported by a proprietary business intelligence & analytics platform. Founded in 2003 by Michelle Russo, the 2021 Jack A. Shaffer Financial Advisor of the Year and the 2025 Isenberg HTM Distinguished Industry Leader, hotelAVE’s 44 diverse professionals possess over 650+ combined years of hotel ownership, consulting and hospitality operations experience. hotelAVE is headquartered in Providence, Rhode Island with offices and professionals also located in Atlanta, Chicago, Los Angeles, Miami, New York, Raleigh, Seattle, and Washington, DC. For more information on hotelAVE, please visit www.hotelave.com.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field, or 5+ years of comparable experience.
Progressive HR experience, preferably within hospitality, real estate, or professional services.
Strong experience across both strategic HR partnership and hands-on HR operations.
Proficiency with HRIS (e.g., Paychex) and ATS platforms (e.g., JazzHR).
Experience with HR analytics, reporting, and data-driven decision making.
Solid knowledge of multi-state employment laws and HR best practices.
Experience managing employee relations and performance management processes.
Strong recruiting background with experience building in-house talent strategies.
Excellent interpersonal and communication skills with the ability to influence at all levels.

Nice To Haves

HR certification (e.g., SHRM-CP, PHR) strongly preferred.
Experience with Predictive Index or similar assessment tools preferred.

Responsibilities

Talent Acquisition & Workforce Planning
Own full cycle recruitment in-house for all levels of the organization, including backfilling roles, intern programs, and college recruitment.
Develop and execute recruiting strategies aligned with headcount and growth goals.
Represent hotelAVE at industry-relevant recruitment events and act as a brand ambassador.
Manage and optimize the ATS to streamline recruiting processes, including job postings, candidate tracking, and onboarding workflows.
HR Strategy & Leadership Partnership
Partner with senior leadership to develop and implement HR strategies that support business objectives and growth.
Act as a trusted advisor to managers on organizational design, team structure, and people-related challenges.
Advocate the company’s core values, culture initiatives, and D&I efforts across the organization.
Performance Management & Development
Lead and manage the performance review process, including goal setting, feedback cycles, and annual evaluations.
Coach managers on performance management, employee development, and feedback best practices.
Support career pathing, succession planning, and internal mobility initiatives.
Design and implement learning and development programs, including leadership training.
Employee Relations
Serve as a trusted resource for employees and managers on workplace concerns.
Manage employee relations matters including conflict resolution, investigations, and disciplinary actions.
Ensure fair, consistent, and compliant handling of all employee issues.
Compensation & Payroll
Collaborate with leadership on compensation strategy, including salary benchmarking and market analysis.
Support annual merit and bonus planning processes.
Partner with the Vice President of Finance to ensure accurate payroll updates.
Review and approve payroll prior to processing to ensure accuracy and compliance.
Employee Benefits Administration
Manage employee benefits programs, including medical, dental, vision, and HSA plans.
Oversee benefits vendors and optimize the benefits portal for employee self-service.
Lead the open enrollment process, including communication, education, and documentation.
Serve as the primary point of contact for employee benefits-related inquiries and support.
HR Systems & Operations
Oversee HRIS, ensuring data integrity, reporting accuracy, and system optimization.
Serve as the primary point of contact for HRIS and ATS vendors, managing relationships, contracts, and system enhancements.
Maintain accurate and compliant employee records and documentation.
Ensure adherence to record retention policies and data privacy standards.
Onboarding & Offboarding
Develop and manage a best-in-class onboarding experience and orientation program.
Coordinate with IT and internal teams to ensure seamless new hire setup.
Oversee offboarding processes, including exit interviews and knowledge transfer.
HR Analytics & Reporting
Track and analyze key HR metrics such as turnover, headcount, hiring effectiveness, and engagement.
Provide insights and recommendations to leadership based on data trends.
Compliance & Risk Management
Ensure compliance with all federal, state, and local employment laws and regulations.
Manage HR audits (e.g., I-9 compliance, employee files, labor law postings).
Develop, update, and enforce HR policies and the employee handbook.
Culture & Employee Engagement
Lead employee engagement initiatives, including surveys and action planning.
Drive programs that enhance company culture, employee satisfaction, and retention.
Champion diversity, equity, and inclusion initiatives across the organization.