Human Resources Manager - People & Culture

**Description**Embassy Suites Deerfield is seeking an experienced Human Resources Manager to join our amazing team. The hotel is part of the Hilton-brand family and is managed by Crescent Hotels & Resorts. Crescent Hotels and Resorts is the industry leader in hotel management, in so many ways.At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to & proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do!We understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that feed your inner explorer, we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine BrightThe Embassy Suites Deerfield is seeking an experienced Human Resources Coordinator to join our amazing team.We are committed to providing you with:+ An exceptional benefit plan for associates & family members including Medical, Dental, Vision, Short Term and Long Term Disability, Life Insurance, Flexible Spending Account+ 401K matching program+ Discounts with our Crescent managed properties in North America for you & your family members along with Hilton Branded Hotel Associate Discounts+ Employee Assistance Program+ Work Life Balance+ Career DevelopmentThe Human Resources Coordinator directs and ensures the efficient administration and management of the Human Resources function. To include recruiting, training, wage/benefit administration and compliance with all federal, state and local regulations. Provides guidance and support to management staff and hourly associates.**ESSENTIAL JOB FUNCTIONS:**+ Assist and support management staff with effective recruiting and interviewing techniques to ensure the hiring and retention of qualified associates. Ensure compliance with Crescent hiring practices. Confirm and verify that new and existing associates possess proper employment eligibility documents. Conduct interviews for all management positions.+ Conduct annual wage comparative survey within competitive set. Ensure compliance of federal, state wage and hour laws and the Fair Labor Standard Act.+ Conduct all mandatory Crescent training programs. Ensure brand training is completed for brand Quality Assurance audit, if applicable. Assist department managers to ensure on the job training is completed in a timely manner.+ Coordinate & monitor hourly and management performance evaluation process. Assist department managers in writing annual performance reviews and developing achievable goals. Ensure merit increases are equitable and processed in a timely manner.Support & coordinate all Crescent, human resource initiatives & business practices. Create an atmosphere of being the employer of choice.+ Ensure compliance with OSHA regulations and Crescent safety training program. Manage all worker compensation and guest liability claims.+ Assist with the coordination of benefits with Crescents benefit administrator for new hires, current & terminated associates. Assist associates with requests for FMLA & personal LOA paperwork and coordinates the collection ofinsurance premium payments.+ Ensure hotel departments are entering weekly schedules into web-based time keeping software. Provides weekly payroll reports to General Manager and department managers. Assists with processing of weekly/bi-weekly payroll byreviewing department time edits and pay code updates. Reviews & signs off on final pre-transmission report to ensure accuracy of payment for weekly/bi-weekly payroll.+ Support, engage and guide department managers with the assistance of General Manager to develop a positive learning environment. Assists department managers with associate issues or concerns and developing problem resolutionstrategies.**REQUIRED SKILLS AND ABILITIES:**+ Strong interpersonal communication skills, both verbal and written.+ Excellent time management and problem resolution skills.+ Thorough knowledge of Human Resource practices and procedures.+ Extensive knowledge of State and Federal laws and regulations pertaining to HumanResource matters.+ 1-2 years of experience (customer service based) within the Human Resource discipline+ Hilton Brand experience is preferred**Qualifications****Behaviors****Required**+ **Leader:** Inspires teammates to follow them+ **Detail Oriented:** Capable of carrying out a given task with all details necessary to get the task done well+ **Thought Provoking:** Capable of making others think deeply on a subject+ **Team Player:** Works well as a member of a group+ **Enthusiastic:** Shows intense and eager enjoyment and interest+ **Dedicated:** Devoted to a task or purpose with loyalty or integrity**Motivations****Required**+ **Self-Starter:** Inspired to perform without outside help+ **Peer Recognition:** Inspired to perform well by the praise of coworkers+ **Entrepreneurial Spirit:** Inspired to perform well by an ability to drive new ventures within the business+ **Ability to Make an Impact:** Inspired to perform well by the ability to contribute to the success of a project or the organization**Experience****Required**+ Human Resources experience in a full service hotelEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractors legal duty to furnish information. 41 CFR 60-1.35(c)