Human Resource Manager

Waldorf Astoria Kuwait•Detroit, MI

About The Position

The Human Resource Manager serves as a day-to-day People & Development resource for hotel team members and managers, supporting employee relations, HR operations, policy administration, compliance, benefits, workers’ compensation, employment records, and recruiting administration. The role manages the daily operation of the People & Development office, maintains accurate and confidential personnel records and HR system data, oversees employment transactions, and prepares workforce reports. The manager partners with hotel leaders and the Director of People & Development to support staffing, hiring, onboarding administration, payroll and compensation processes, separations, and team member programs. The position conducts and documents workplace investigations under the Director’s direction, advises managers on workplace matters, supports consistent policy application, and escalates significant or sensitive concerns appropriately. It also assists with employment-law compliance, audits, accommodations and leaves, benefit administration, workplace injury and workers’ compensation processes, and unemployment claims. The Human Resource Manager collaborates with the Learning & Performance Manager, whose primary areas include orientation, learning, training, performance improvement, leadership and career development, and succession planning. Both roles partner closely with the Director of People & Development. The role requires regular interaction throughout the hotel and an active presence with team members and leaders. Because hotel operations run seven days a week, 24 hours a day, the manager must be willing to work a flexible schedule when necessary. The manager is expected to model NoMad’s culture, professionalism, discretion, service philosophy, and commitment to an exceptional workplace.

Requirements

Minimum three years of progressively responsible Human Resources experience.
Strong knowledge of Human Resources practices, employee relations, and employment-related policies and procedures.
Working knowledge of applicable federal, Michigan, and local employment laws and regulations.
Ability to handle sensitive employee-relations matters with professionalism, discretion, sound judgment, tact, and empathy.
Strong investigation, documentation, conflict-resolution, and problem-solving skills.
Ability to provide practical HR guidance to managers while recognizing matters requiring escalation.
Strong written and verbal communication skills and ability to communicate effectively with team members at all organizational levels.
Strong organizational skills and attention to detail.
Ability to manage multiple priorities in a fast-paced hospitality environment.
Ability to maintain confidentiality and safeguard sensitive personnel information.
Willingness to work a flexible schedule when necessary to support team members and hotel operations.
Regular interaction throughout the hotel and an active presence with team members and leaders are required.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Hospitality, Organizational Development, or a related field; equivalent relevant Human Resources and hospitality experience may be considered.
Previous experience handling employee relations, investigations, policy administration, and HR operations.
Supervisory or HR management experience.
Hospitality experience; luxury hospitality experience is a plus.
Experience supporting a similarly sized or complex operation.
Professional Human Resources certification such as PHR, SHRM-CP, SPHR, or SHRM-SCP.

Responsibilities

Serve as a day-to-day People & Development resource for team members and managers on workplace questions, concerns, policies, and employment practices.
Promote positive team member relations and support an environment where concerns can be raised and addressed appropriately.
Advise managers on coaching, counseling, attendance, conduct, performance concerns, and hotel policy application.
Support consistent and equitable administration of policies and employment practices.
Conduct and document workplace investigations under the Director of People & Development’s direction, escalating significant or sensitive matters as appropriate.
Assist leaders with disciplinary documentation and maintain complete, consistent documentation in accordance with hotel procedures.
Identify employee-relations trends and bring recurring or significant concerns to the Director of People & Development.
Support conflict resolution and productive communication between team members and leaders.
Maintain discretion and confidentiality regarding sensitive team member and business matters.
Manage the day-to-day operation of the People & Development office and provide timely, professional support.
Maintain accurate and confidential personnel records and required employment documentation.
Oversee HR transactions, including hires, transfers, promotions, compensation and status changes, and separations.
Ensure personnel actions and employment documentation are accurate, complete, properly approved, and processed on time.
Maintain HR systems and team member data in accordance with Hilton and hotel requirements.
Audit personnel files, HR systems, employment documentation, and other records for accuracy and compliance.
Prepare recurring and ad hoc HR reports, including turnover, staffing, attendance, employee relations, workers’ compensation, and other workforce metrics.
Assist the Director of People & Development with reporting, planning, and administrative initiatives.
Partner with department leaders and the Director of People & Development to support hotel recruitment and staffing needs.
Manage or support job postings, applicant tracking, candidate communications, interview coordination, pre-employment processes, and hiring documentation.
Guide managers on consistent and legally compliant interviewing and selection practices.
Monitor recruitment activity and identify positions or departments experiencing staffing challenges.
Ensure pre-employment requirements and approvals are completed before team members begin employment.
Coordinate with the Learning & Performance Manager to support the transition from hiring to orientation, onboarding, and departmental training.
Maintain recruiting and applicant records in accordance with company requirements and applicable law.
Support compliance with applicable federal, state, and local employment laws and regulations and Hilton and NoMad policies.
Stay current on employment requirements affecting hotel operations and communicate potential compliance concerns to the Director of People & Development.
Monitor employment-policy application and identify inconsistencies or needs for additional guidance.
Assist with required employment notices, records, reporting, workplace postings, compliance audits, and HR documentation requests as directed.
Assist with accommodations, leaves of absence, and other protected employment matters under the Director of People & Development’s direction.
Maintain confidential and legally sensitive information appropriately and disclose it only as authorized.
Support administration and communication of team member benefit programs, including enrollment, qualifying life events, and open enrollment.
Assist team members with benefit questions and connect them with appropriate resources when additional assistance is required.
Coordinate employment- and benefit-related information with Hilton, payroll, benefit, or third-party resources.
Support engagement, communication, recognition, and workplace-culture programs and initiatives.
Coordinate the administrative process for workplace injuries and workers’ compensation claims.
Ensure workplace incidents are documented and reported accurately and promptly.
Maintain workers’ compensation records and coordinate with managers, medical providers, claims administrators, and other appropriate parties.
Track open claims and work restrictions and maintain appropriate communication with affected team members and leaders.
Partner with Security, hotel leadership, and other departments on workplace safety and injury-prevention efforts.
Identify injury trends and communicate potential concerns to the Director of People & Development.
Review HR-related payroll information and personnel changes for completeness and accuracy.
Coordinate with Payroll, Finance, and department leaders to resolve discrepancies involving team member status, compensation, deductions, or other HR information.
Maintain documentation and approvals for wage and employment changes.
Assist the Director of People & Development with compensation administration, wage analysis, and related projects.
Support accurate and equitable application of approved compensation practices and escalate concerns or inconsistencies.
Coordinate voluntary and involuntary separation documentation and required HR processing.
Conduct or support exit interviews and identify recurring themes or retention concerns.
Process and respond to unemployment claims and employment-information requests according to established procedures.
Coordinate company-property returns and completion of separation requirements with appropriate departments.
Maintain accurate separation records and complete required system updates promptly.
Provide employment verification in accordance with hotel procedures.
Support team member engagement, recognition, communication, and culture initiatives; participate in hotel meetings and People & Development initiatives as assigned.
Represent the People & Development department in the Director’s absence when requested and within delegated authority.
Support pre-opening, opening, and ongoing staffing and HR operational needs.
Assist with special projects, audits, reporting, and organizational initiatives, and perform other duties assigned by the Director of People & Development.