Director of People and Culture - Human Resources

Full-Time

Description

Crescent Hotels & Resorts is seeking an experienced Director of People & Culture for the grand opening of JW Marriott Reston Station.

Nestled overlooking Reston Row in Reston, VA, this upcoming complex is set to redefine luxury hospitality with its 26-story hotel boasting 250 guest rooms, 15,000 square feet of meeting space, two distinctive restaurants, and a plethora of amenities.

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 Bright.

We are committed to providing you with:

• Operational incentive plan eligibility
• An exceptional benefit plan for eligible associates & your family members
• 401K matching program for eligible associates
• Discounts with Marriott & Crescent managed properties in North America for you & your family members

The Director of People and Culture will be responsible for directing and ensuring 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. The Director of People and Culture will also play a pivotal role in providing guidance and support to management staff and hourly associates.

What will you be doing?

• 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.
• Ensure compliance with federal, state wage and hour laws
• Conduct all mandatory Crescent training programs. 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.
• Serve as the primary contact for employee concerns, complaints, and conflict resolution.
• Mediate and resolve complex associate relations issues, ensuring fair and consistent application of hotel policies.
• Conduct thorough and impartial investigations, provide timely follow up, implement corrective actions or disciplinary actions based on the investigation outcome.
• Support & coordinate all Crescent, People and Culture 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 claims.
• Assist with the coordination of benefits with Crescent’s benefits administrator for new hires, current & terminated associates. Assist associates with requests. Director of Human Resources for FMLA & personal LOA paperwork and coordinates the collection of insurance premium payments.
• Processing of Payroll. 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 by reviewing department time edits and pay code updates. Reviews & signs off on final pre-transmission report to ensure accuracy of payment for payroll.
• Support, engage and guide department managers with the assistance of the General Manager to develop a positive learning environment. Assists department managers with associate issues or concerns and developing problem resolution strategies.

  Required Skills & Abilities

  • Minimum 3 years’ experience as a Hotel Director of People & Culture/Human Resources in a Luxury or Upper Upscale Lifestyle branded hotel
  • Extensive knowledge of Federal & State labor, employment and wage & hour laws to ensure maximum compliance and risk mitigation at all times. Consistently receives satisfactory results in all internal or external compliance audit requirements.
  • Demonstrated experience in leading and deploying strategies that support hotel recruitment for mass hiring, benefits administration, orientation and onboarding, positive employee relations and problem resolution to ensure an issue-free workplace, and productive performance management.
  • Must be a visible, creditable People & Culture leader with presence and regular contributions in line ups, operations department and executive committee meetings.
  • Strong interpersonal and collaboration skills including active listening, creative and analytical thinking at all times. Demonstrated ability to embrace change and different, unique perspectives.
  • Proven verbal, written and presentation communication skills and ability to lead and facilitate new hire orientation, policy and procedure and service training.
  • Proven understanding of how to leverage data analytics to maintain low levels of turnover, measure associate satisfaction and community-based hiring metrics.
  • Working knowledge of human capital management (HCM) and payroll systems, UKG preferred.

  Preferred:

  • Previous Marriott experience preferred.

Our Differences Are What Make Us Great:

At Crescent Hotels & Resorts we strive to create a great place to work where associates at all levels of our organization are respected for their differences, just like the guests and owners we serve. That’s why we are dedicated to creating an environment that facilitates open and honest conversations about race, equity, diversity, and inclusion. By examining our own beliefs and behaviors, we can create change through training, recruiting, and promoting diverse talent to strengthen our culture.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The 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)