People & Culture Manager

Proper Hospitality Careers•Los Angeles, CA

3d•Onsite

About The Position

The People & Culture Manager leads day-to-day People & Culture work for an assigned hotel property and reports to the Complex Director of People & Culture. This property-based HR management role independently manages routine employee relations matters, workplace investigations, union contract administration, California compliance support, and core HR operations. The manager partners with hotel leaders and colleagues, applies company standards consistently, and escalates sensitive, high-risk, or precedent-setting matters to the Complex Director. Professional fluency in spoken and written English and Spanish is required to support colleagues at this union hotel. The role covers HR operations and compliance, safety and compliance support, employee relations and investigations, labor relations, talent acquisition and onboarding, performance and engagement, and compensation, benefits, and reporting. It supports approved compensation and benefit programs and salary review processes, but does not set pay bands or independently approve compensation outside delegated authority. This on-property hotel role involves regular movement through the People & Culture office, colleague areas, and operating departments; periods of seated computer work; occasional lifting or carrying up to 20 pounds; and occasional travel for recruiting or training. Reasonable accommodation will be considered consistent with applicable law.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
Three to five years of human resources experience, including employee relations, recruitment, and HR operations.
Professional fluency in spoken and written Spanish and English, including the ability to explain workplace processes, receive employee concerns, and communicate job-related information accurately in either language.
Demonstrated experience administering a collective bargaining agreement, interpreting contract language, managing grievance steps or deadlines, and working with union representatives.
Experience conducting workplace investigations and documenting findings.
Working knowledge of California employment requirements and the ability to recognize when a matter needs prompt escalation or specialist advice.
Strong judgment, discretion, organization, problem-solving, and conflict-resolution skills.
Clear written and verbal communication in English and Spanish, with the ability to build trust with hourly colleagues, managers, and hotel leadership.
Ability to manage multiple priorities in a fast-paced hotel environment while maintaining accurate documentation and timely follow-through.
Proficiency with Microsoft Office and HR information systems.

Nice To Haves

Hotel or other 24-hour hospitality operations experience.
UKG or comparable HRIS experience.
SHRM-CP, PHR, or another relevant HR certification.
Prior HR leadership experience.

Responsibilities

Manage daily People & Culture operations, including colleague questions, payroll and timekeeping coordination, benefits administration support, onboarding, required notices, recordkeeping, and confidential documentation.
Maintain accurate, complete, and confidential employee records in the designated HR system and support audits, reporting, and document retention requirements.
Apply company policies and support compliance with applicable federal, California, and local employment requirements; identify issues requiring prompt review and escalate legal questions to the Complex Director or an appropriate specialist.
Guide managers and colleagues on HR policies, procedures, and workplace practices, and follow through on questions and requests.
Participate in hotel safety meetings and coordinate, document, and follow up on assigned action items with hotel leaders.
Support workplace safety training, incident reporting, required records, and compliance documentation in partnership with hotel leadership and appropriate safety or risk resources.
Help identify and promptly escalate workplace hazards, recurring safety concerns, and compliance gaps; track assigned corrective actions through completion.
Serve as a point of contact for employee concerns, workplace questions, and conflict resolution.
Coach managers on conduct, attendance, performance, corrective action, and respectful communication.
Conduct and document fair, timely, and impartial workplace investigations, including intake, interview planning, evidence review, findings, and recommended next steps; protect confidentiality to the extent practical and escalate sensitive or high-risk matters.
Administer the applicable collective bargaining agreement and related memoranda under the Complex Director’s oversight; track grievance steps and deadlines, interpret contract terms, verify classifications and wage schedules, and coordinate required referrals and communications with labor representatives.
Support consistent application of labor agreement requirements in hotel operations and promptly raise potential disputes, protected activity, or organizing sensitivity.
Partner with department managers to confirm staffing needs and coordinate recruitment, candidate sourcing, interviews, selection documentation, and offers through the approved hiring process.
Coordinate onboarding, orientation, and required training so new colleagues receive an introduction to Proper Hospitality, hotel operations, policies, and expectations.
Support performance reviews, goal setting, manager feedback, coaching, and performance improvement plans; help leaders document expectations and follow up consistently.
Work with hotel leadership to identify employee engagement, recognition, retention, and workplace culture opportunities; support wellness initiatives and share available company resources when requested.
Identify training needs with department leaders and coordinate learning and development opportunities for colleagues and managers.
Help colleagues navigate approved compensation and benefit programs and route questions to the appropriate People & Culture, Finance, or benefits resource.
Support compensation processes by maintaining documentation and coordinating approved salary review steps without setting pay bands or independently approving compensation beyond delegated authority.
Monitor and report assigned People & Culture measures, including turnover, retention, engagement, hiring activity, and training completion; identify trends and support improvement efforts with the Complex Director.