HR Manager - Intuit Dome and Kia Forum

Compass Group•Inglewood, CA

4d•$70,304 - $90,000•Onsite

About The Position

The Human Resources Manager supports food and beverage operations at Intuit Dome and Kia Forum. Reporting to the Director of Human Resources, this position provides day-to-day HR support in employee and labor relations, investigations, recruiting, performance management, compliance, and employee engagement. The ideal candidate is approachable, organized, solutions-oriented, and comfortable supporting a large, diverse workforce in a fast-paced union environment.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Hospitality Management, or a related field preferred.
Three to five years of progressive HR experience.
Union and labor-relations experience strongly preferred.
Experience supporting food and beverage, hospitality, sports, entertainment, or other high-volume operations preferred.
Knowledge of California employment practices, employee relations, investigations, performance management, and wage-and-hour requirements.
Experience supporting a large hourly, part-time, seasonal, or event-based workforce is highly desirable.
Proficiency with Microsoft Office and HR, payroll, scheduling, or timekeeping systems.
PHR, PHRca, SPHR, SHRM-CP, or SHRM-SCP certification is preferred but not required.
Strong employee and labor relations skills.
Effective investigation and documentation abilities.
Excellent written and verbal communication.
Sound judgment and discretion when handling confidential matters.
Strong organization, coaching, conflict-resolution, and problem-solving skills.
Ability to manage multiple priorities in a fast-paced environment.
Ability to build credibility with employees, managers, senior leaders, and union representatives.
Ability to work at both Intuit Dome and Kia Forum.
Flexible availability, including some evenings, weekends, holidays, and event days.
Ability to move throughout large venues, including kitchens, concession stands, clubs, suites, storage areas, offices, and employee workspaces.
Regular in-person attendance is required.

Nice To Haves

Union and labor-relations experience strongly preferred.
Experience supporting food and beverage, hospitality, sports, entertainment, or other high-volume operations preferred.
Experience supporting a large hourly, part-time, seasonal, or event-based workforce is highly desirable.
PHR, PHRca, SPHR, SHRM-CP, or SHRM-SCP certification is preferred but not required.

Responsibilities

Serve as an HR partner to food and beverage leaders at both venues.
Provide guidance on employee relations, attendance, workplace conduct, performance management, corrective action, and company policies.
Interpret and administer collective bargaining agreements in partnership with the Director of HR.
Support grievances, union meetings, information requests, and other labor-management matters.
Maintain productive relationships with employees, managers, union representatives, and shop stewards.
Conduct timely and thorough workplace investigations and prepare clear documentation and findings.
Review disciplinary actions for accuracy, consistency, and compliance.
Support high-volume recruiting, job fairs, onboarding, orientation, and event staffing.
Coach managers on performance expectations, employee development, and documentation.
Support compliance with federal, state, and local employment laws, company policies, and collective bargaining agreements.
Monitor timekeeping, attendance, meal periods, overtime, payroll concerns, and other wage-and-hour practices.
Assist with leaves of absence, accommodations, workers’ compensation, and return-to-work matters.
Maintain accurate and confidential employee, investigation, discipline, and labor-relations records.
Track HR metrics and identify trends related to turnover, staffing, attendance, employee relations, and compliance.
Support employee engagement, recognition, retention, and inclusion initiatives.
Provide HR coverage during events, including evenings, weekends, and holidays, as needed.
Promptly escalate significant employee or labor relations concerns to the Director of HR.