Regional Human Resources Manager- California

Property Management•Atlanta, GA

17d•Hybrid

About The Position

Peachtree Group Regional Human Resources Manager | California Salary Range: $105,000 - $130,000 About Us Peachtree Group is a privately held, fully integrated real estate investment management, lending, and servicing platform. The company owns, operates, manages, and develops hotels and invests in hotel- and other commercial real estate- related assets throughout the United States. Through its affiliate, Peachtree Group Hospitality Management, Peachtree manages the performance of 100+ hotels across 27 brands with 14,000+ rooms in 26 states. Job Overview The Regional Human Resources Manager is tasked with nurturing and improving positive employee relations across our workforce. This role supports a portfolio of hotels in the within their assign regions. The Manager plays a key role in promoting a harmonious work environment and ensuring the company's compliance with employment laws and regulations. Acting as a trusted advisor to both employees and management, the Manager provides guidance, support, and expertise in employee relations while conducting complex investigations, coaching leaders on performance and conduct, and driving proactive strategies to strengthen compliance and engagement within teams.

Requirements

Four-year degree in Human Resources, Business Administration or Hospitality preferred.
PHR/ SPHR/ SHRM-CP/ SHRM-SCP preferred.
Experience in the hospitality or other industry with large hourly employee population required.
Currently reside in California.
Excellent oral and written communication skills.
Thorough understanding of California and federal laws concerning labor relations.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to remain tactful, calm, and persuasive in controversial and/or confrontational situations.
Ability to travel to hotels.
Bilingual English/Spanish highly preferred.

Nice To Haves

Four-year degree in Human Resources, Business Administration or Hospitality preferred.
PHR/ SPHR/ SHRM-CP/ SHRM-SCP preferred.
Bilingual English/Spanish highly preferred.

Responsibilities

Collaborate on design and implement employee strategies, policies, and programs that align with the organization's goals and values.
Lead and Manage the HR Specialists to optimize effectiveness within their areas of responsibility.
Participates in regional leadership meetings and serves as a strategic HR advisor to RDOs, AVPs, and GMs within the assigned region.
Serve as a resource for employee grievances, complaints, and concerns, ensuring timely resolution in accordance with company policies and applicable laws.
Conduct thorough and impartial investigations into employee complaints, ensuring fairness and compliance with legal requirements.
Advise and train managers and supervisors on employee relations issues and culture development, including performance management, disciplinary actions, conflict resolution, and organizational effectiveness.
Proactively identify potential employee relations issues and create strategies to prevent and/or mitigate them.
Facilitate and participate in employee training and development programs, workshops, and meetings to promote understanding and awareness of company policies and procedures.
Identify high-performers and partner with the operations leadership team to develop team members for progression in the company.
Develop strategies to advice to managers and supervisors on best practices for culture initatives, including managing supervisor challenges and associate relations; develop additional training as needed to address trends.
Conduct frequent visits to hotels to address employee grievances and carry out thorough, unbiased investigations.
Stay informed on industry trends and best practices to ensure the organization remains compliant and maintains a competitive employee relations strategy.
Responsible for conducting touch points with Manager and providing insight on positive employee relations and union avoidance and develop and share reporting metrics including turnover and retention trends.
Use the HR data to identify opportunities for improvement.
Ensure compliance with federal, state, and local employment laws and changes while supporting responses to audit requests and other inquiries of employment.