Complex Human Resources Manager

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Spire Hospitality is a nationally recognized third-party hotel management company specializing in creating value for our hotel investors while delivering exceptional guest experiences and providing an outstanding place to work. The Irving, TX-based company’s diverse portfolio of properties includes unique independent hotels and highly respected brands, including Marriott, Hilton and IHG. Spire is part of the AWH Partners family, which also includes AWH Development, a full-service real estate development company headquartered in New York. With more than 35 years of hotel operating experience, Spire is committed to redefine Hospitality with our continued focus on People, Passion, and Purpose!Spire Hospitality is seeking a knowledgeableHuman Resources Managerto oversee two of our successful hotels - Renaissance Minneapolis Marriott Bloomington Hotel, located in Bloomington, MN and the Park Ridge Marriott, located in Park Ridge, NJ. Each hotel is unique in its own way, the Renaissance is newly renovated with 250 guest rooms and nearly 5,000 sq. ft. of event space and the Park Ridge Marriott is a short distance to New York City and boasts 289 guest rooms and 18,000 sq. ft. of event space!Job OverviewThe ideal candidate for this job would bebased out of our Renaissance property in Bloomington, MNand would be responsible for maintaining and enhancing the hotel’s human resources functions by planning, implementing, and evaluating employee relations, payroll, and human resources policies, programs, and practices across both properties.nResponsibilities And Duties Maintains responsibility for and properly handles all payroll functions; ensures all records are filed correctly and are retained for the required length of time; and accurately records and maintains employee’s work schedules to include hours worked and dollar amounts. Perform initial screening interview with qualified candidate by engaging in conversation that will give insight into information such as an individuals' experience, ability and interest in an available position. Conducts telephone and written reference checks on qualified applicants by asking their previous employer(s) questions to gather information such as a previous employee's performance and attitude in order to assist in making a hiring decision. Processes paperwork including requisition process and hiring documentation, organizes and maintains position records. Ensures planning, monitoring and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee complaints; counseling employees and supervisors. Conducts New Hire Orientation training by using many types of media such as slides, videos, and music to welcome new employees and inform them of the history of, policies, procedures and philosophies. Instruct new employees in completion of necessary paperwork. Visually reviews documents for accuracy. Ensures legal compliance by monitoring and implementing applicable human resources, federal and state requirements; conducting investigations; maintaining records; representing the hotel at hearings. Consults with department managers as to current openings and status of interviewed candidates.Specific Job Knowledge And SkillsnSome knowledge of EEOC and employment laws.nAbility to work under strict deadlines.nAbility to read and speak the English language fluently.nAbility to effectively deal with employees and applicants, some of whom will require high levels of patience, tact and diplomacy to defuse anger and collect accurate information.nQualificationsnAny combination of education and experience equivalent to graduation from high school or any other combination of education, training or experience that provides the required knowledge of skills and abilities.nTwo years of Human Resources experience preferred.nSHRM Certification preferred.nAll employees must maintain a neat, clean and well-groomed appearance (specific standards available).nAdditional language ability preferred.nEqual 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 contractor’s legal duty to furnish information. 41 CFR 60-1.35(c) Source: Hospitality Online,

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