Compensation: Up to $65,000 plus bonus

The Human Resources Manager supports the Director of Human Resources in leading the day-to-day Human Resources function of the hotel. This position serves as a hands-on HR partner to employees, supervisors, and department leaders, providing guidance and support in employee relations, recruitment, onboarding, performance management, training, benefits, compliance, engagement, and HR administration.

The Human Resources Manager is a visible and approachable presence throughout the hotel and helps foster a positive workplace culture built on respect, accountability, fairness, inclusion, and open communication.

Working closely with the Director of Human Resources and hotel leadership, the HR Manager helps ensure consistent application of company policies, IHG standards, hotel practices, and applicable employment laws. The position plays an important role in delivering an exceptional employee experience while supporting the hotel's operational and business objectives.

Essential Responsibilities

Human Resources Operations

• Support the Director of Human Resources in the daily operation of the Human Resources department.
• Serve as a resource and HR partner to employees, supervisors, managers, and department leaders.
• Maintain a visible HR presence throughout the hotel and promote an approachable, open-door environment.
• Respond to employee questions regarding policies, procedures, benefits, payroll, attendance, and workplace concerns.
• Assist with the development, communication, and consistent application of HR policies and procedures.
• Maintain accurate, confidential, and organized employee records.
• Ensure HR processes are completed accurately, timely, and in accordance with hotel and company standards.
• Assist the Director with HR projects, initiatives, audits, and special assignments.

Employee Relations

• Provide day-to-day coaching and guidance to supervisors and managers regarding employee relations matters.
• Assist leaders with attendance concerns, performance issues, corrective action, documentation, and policy interpretation.
• Listen to employee concerns and work with the Director to address issues fairly, consistently, and confidentially.
• Conduct or assist with employee investigations as assigned.
• Maintain appropriate documentation regarding employee relations matters.
• Promote respectful and professional communication between employees and leaders.
• Escalate significant or complex employee relations matters to the Director of Human Resources.
• Support consistent application of hotel and company policies.

Labor & Union Relations

• Support the Director in administering the hotel's collective bargaining agreement.
• Assist managers with understanding and following applicable CBA requirements.
• Respond to routine union-related questions and escalate complex matters to the Director.
• Assist with documentation related to grievances, employee concerns, disciplinary matters, and labor issues.
• Maintain a professional and productive working relationship with union representatives and employees.
• Support the Director during grievance meetings, labor discussions, and other union-related activities as needed.
• Help ensure contractual requirements are consistently followed.

Talent Acquisition & Recruiting

• Coordinate and support recruitment activities for hourly, supervisory, and management positions.
• Partner with department leaders to identify hiring needs and maintain appropriate staffing levels.
• Post positions, screen candidates, coordinate interviews, conduct interviews as appropriate, and facilitate the selection process.
• Coordinate background checks, pre-employment requirements, and new-hire documentation.
• Maintain accurate applicant and recruiting records.
• Support recruitment events, job fairs, school partnerships, and community recruiting initiatives.
• Help identify opportunities to improve candidate experience and recruitment effectiveness.
• Monitor open positions and communicate staffing needs and challenges to the Director.

Onboarding & New-Hire Experience

• Coordinate and facilitate new-hire orientation and onboarding.
• Ensure new employees complete required employment documentation and training.
• Provide new employees with information regarding hotel policies, benefits, expectations, and available resources.
• Partner with department leaders to ensure effective departmental onboarding.
• Follow up with new employees to support a positive transition into the hotel.
• Help ensure IHG and hotel onboarding requirements are completed.

Training & Development

• Coordinate and facilitate employee training programs as assigned.
• Support new-hire orientation, compliance training, service training, and required hotel programs.
• Promote IHG training resources and professional development opportunities.
• Assist managers in identifying employee training and development needs.
• Support leadership-development and employee-development initiatives.
• Maintain training records and monitor completion of required programs.
• Assist with employee recognition and development initiatives.

Performance Management

• Support managers and supervisors with the performance-management process.
• Coach leaders on documentation, performance conversations, attendance issues, and corrective action.
• Assist with performance reviews and performance-improvement plans.
• Help ensure performance-management practices are applied consistently across departments.
• Identify recurring performance issues and communicate trends to the Director.
• Support internal development and career-growth opportunities.

Benefits, Payroll & HR Administration

• Assist employees and managers with routine questions regarding benefits and HR programs.
• Support benefits enrollment, changes, and employee communications.
• Assist with payroll processes and review information for accuracy.
• Partner with payroll and department leaders to resolve payroll-related questions or discrepancies.
• Maintain accurate employee information within the HRIS.
• Assist with employment verifications, leave documentation, personnel changes, and other HR administration.
• Protect confidential employee and payroll information.

Compliance & Risk Management

• Assist the Director in ensuring compliance with federal, state, and local employment requirements.
• Maintain required HR documentation and records.
• Support workplace investigations, workers' compensation matters, and employee leave processes.
• Assist with unemployment claims and other employment-related administrative matters.
• Communicate compliance requirements and policy updates to employees and managers as directed.
• Escalate potential compliance concerns to the Director promptly.
• Support HR audits and compliance reviews.

Employee Engagement & Culture

• Support initiatives designed to improve employee engagement, retention, recognition, and workplace culture.
• Help coordinate employee appreciation events, recognition programs, celebrations, and engagement activities.
• Maintain regular interaction with employees throughout the hotel to understand employee needs and concerns.
• Encourage a culture of recognition, inclusion, respect, and accountability.
• Gather employee feedback and communicate trends and opportunities to the Director.
• Support engagement surveys and follow-up action plans.
• Help create a workplace where employees feel valued, supported, and connected to the hotel.

Leadership & Partnership

The Human Resources Manager is expected to:

• Lead with integrity, empathy, professionalism, and fairness.
• Maintain confidentiality and exercise sound judgment.
• Build positive working relationships with employees and leaders at all levels.
• Be visible and accessible throughout the hotel.
• Provide timely and consistent HR support to department leaders.
• Know when to independently resolve an issue and when to escalate it to the Director.
• Hold leaders accountable while providing coaching and support.
• Balance employee advocacy with business needs.
• Demonstrate professionalism in all employee and management interactions.
• Support the Director in developing a strong and effective Human Resources department.
• Serve as a positive ambassador for the InterContinental brand and hotel culture.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, Hospitality Management, or a related field preferred.
• Minimum of 3 years of progressive Human Resources experience, preferably within hospitality.
• Previous experience supporting employee relations, recruitment, onboarding, performance management, and HR administration.
• Strong interpersonal and communication skills.
• Ability to build trust and credibility with employees and leaders at all levels.
• Strong organizational skills and attention to detail.
• Ability to manage multiple priorities in a fast-paced environment.
• Ability to maintain confidentiality and exercise sound judgment.
• Strong problem-solving and decision-making skills.
• Working knowledge of employment practices and HR policies.

Preferred

• Previous hotel or hospitality HR experience.
• Experience supporting a unionized workforce.
• Experience using ADP Workforce Now.
• Experience with IHG systems and HR processes.
• Experience with HRIS, applicant tracking, payroll, and performance-management systems.
• PHR, SHRM-CP, or other HR certification.
• Experience in a full-service, luxury, or upscale hotel.

Working Relationship with the Director of Human Resources

The Human Resources Manager works closely with and reports directly to the Director of Human Resources.

The Manager is expected to independently manage routine and day-to-day HR matters while keeping the Director informed of significant employee relations issues, labor matters, compliance concerns, staffing challenges, and other matters that may create operational or organizational risk.

The Director retains overall responsibility for the hotel's Human Resources strategy, leadership partnership, labor strategy, compliance oversight, compensation philosophy, organizational development, and HR department performance.

The HR Manager serves as an extension of the Director and may represent the Human Resources department in meetings and employee matters when delegated.

Work Environment

This is a highly visible, hands-on position requiring regular interaction with employees, department leaders, and hotel leadership. The Human Resources Manager must be comfortable working in a fast-paced hospitality environment with frequent interruptions and changing operational priorities.

The position requires flexibility to work occasional evenings, weekends, holidays, and special events based on business needs.

Success in This Role

Success in this position is demonstrated through:

• Responsive and effective day-to-day HR support.
• Strong relationships with employees and department leaders.
• Timely and consistent resolution of routine employee relations matters.
• Effective recruitment and onboarding processes.
• Accurate and timely HR administration.
• Strong employee engagement and recognition efforts.
• Consistent application of hotel policies and employment practices.
• Effective support of union and CBA requirements.
• Strong partnership with the Director of Human Resources.
• Managers who feel supported and confident handling people-related issues.
• A positive employee experience that reflects the standards of the InterContinental brand.