Director Of Human Resources

Since 1947, The Colony Palm Beach has been the center of Palm Beach's social life, hosting-- U.S. Presidents and European Royaltyand welcoming travelers from around the world. Be part of a historic, luxury boutique hotel exhibiting polished charm and ambiance only steps away from world-famous shopping and dining on Worth Avenue and the crystal blue waters of the Atlantic Ocean.

For more information, visit http://thecolonypalmbeach.com.

The Colony Palm Beach is an Equal Opportunity Employer and a Drug-Free Work Place.

JOB OVERVIEW: As a member of the Human Resources organization, this individual will contribute a high level of human resource operational knowledge, confidentiality, and expertise to the Colony Hotel.

This role will be accountable for developing and overseeing Strategic HR Planning, Talent Acquisition and Management, Employee Relations and Engagement, Training, Development, and Cultural On-boarding, Performance Management, HR and Payroll Compliance.

The HRD will generally work with considerable independence, developing processes to accomplish objectives in alignment with broader business strategies. Additionally, they will develop and utilize a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success.

PLACE OF WORK: ON-PROPERTY: 90% REMOTE: 10%

Qualifications

QUALIFICATIONS/ SKILLS:

Essential:

1.Bachelor's degree in Human Resources, Business Administration, Hotel Management or related field

2.Proven experience in HR Director role, leading successful team, within the luxury hospitality industry minimum 5-year director or department head experience.

3.Previous luxury hospitality experience is required;

4.In-depth knowledge of HR best practices, employment laws, and regulations, to include strong experience in recruitment and international recruiting and immigration processes.

5.Strong leadership, relationship development and interpersonal skills.

6.Strong written and verbal communication skills. Ability to communicate clearly and effectively in English with internal and external customers to their understanding.

7.Able to develop trust and rapport with employees and Management staff.

8.Organization and effective time management skills are essential. Ability to prioritize work assignments and meet deadlines.

9.Strong Computer skills, including understanding and capacity of HRIS (Paycom is desirable)

10. Attention to detail, excellent follow up and documentation skills.

11. Understanding and ability to work in a multi-cultural environment.

12. Human Resources professional knowledge and reasoning experience.

Desirable:

1.Service industry (operations) experience preferably in a four or five-star luxury hotel or club.

2.Bi-lingual (Spanish or Creole) desired

3.Independent hotel company experience

4.Knowledge of Forbes standards and previous experience working at Forbes rated property.

5.Seasonal property experience.

6.Professional, active Human Resources certification and involvement in the local, professional community.

JOB FUNCTIONS:

Strategic HR Leadership:

• Develop and execute HR strategies that support the Hotel's business objectives, including Forbes standards and guidelines.

• Collaborate with General Manager and Senior Leadership Team to align HR initiative with overall organizational goals.

• Align with ownership on cultural enhancement and brand focus on overall organizational and community identity.

• Provide strategic guidance and planning on internal goals related to talent acquisition, employee development, and retention, as well as succession planning and cultural identity.

• Encompass Forbes standards in alignment with training development and human resource functions.

• Proactively disseminate information affecting employer-employee relations, employee activities, hotel personnel policies and programs. Maintain an updated and relevant employee handbook.

• Knowledge of Workers Compensation process and strong working relationship with insurance vendor to decrease safety/injury claims. Oversee potential discount programs, such as safety committee, Drug-free Workplace, and other initiatives that may impact our insurance or delivery of services.

• Completion of any special projects assigned by Ownership/General Manager as assigned.

Talent Acquisition and Management:

• Strategize and oversee the successful recruitment planning to identify staffing needs and proactive management of a seasonal property, to include knowledge and implementation of internship program, management training program and international recruitment (h2b, j1, TN)

• Develop and implement effective strategies for talent retention and succession planning.

• Oversee the recruitment and on-boarding process to ensure a timely and positive candidate experience.

• Monitor HR metrics that identify staffing and retention challenges in order to proactively address strategic talent acquisition action plan.

• Administrate yearly compensation and benefit analysis to stay competitive in market.

• Work closely with department heads to identify staffing needs and address recruitment challenges.

• Identify and foster relationships with high-school, technical schools or college programs and organizations in order to establish future talent pipelines.

• Maintain variable and year-round staffing guide and organizational chart for leadership/ownership and monitor staffing needs in real-time.

Employee Relations and Engagement:

• Foster and lead a positive workplace culture through effective communication and employee engagement initiatives.

• Manage employee relations matters, conducting investigations and resolving conflicts as needed in a timely manner.

• Implement programs to enhance employee satisfaction, wellness, and work-life balance.

• Oversee internal suggestions program and employee engagement survey or feedback program.

• Monitor exit interviews and the appropriate exit processes. Analyzes exit interview information, share information and abnormal turnover reports/patterns with Senior Leadership/GM/Ownership.

• Attend and participate in monthly departmental meetings/ daily manager line-ups to communicate any pertinent information or HR changes.

• Conduct employee roundtables with General Manager to maintain communication and pulse on employee relations within hotel.

• Oversee employee/management recognition programs (included - monthly/yearly 5-star selections, holiday events, annual party, and equity in department functions); Maintain diverse selections, historical records, and budgets on all events.

Training and Development:

• Prioritize and align all Forbes training standards in Hotel processes and department program implementations

• Proactively identify areas of development by monitoring human resource metrics and quality assessments.

• Identify training deficiencies and develop programs to enhance the skills and capabilities of the workforce.

• Collaborate with department managers to create career development paths for employees and management/owners.

• Ensure compliance with all training requirements and certifications. Provide feedback and metrics with Senior Leadership.

Performance Management:

• Implement and oversee a comprehensive performance management system with timeline requirements and action plans.

• Collaborate with Ownership/Senior Management to identify high performing potentials or deficit areas.

• Provide guidance to managers on creating and presenting performance evaluations, goal-setting, and feedback.

• Work with Senior Management to address performance issues and work to develop improvement plans when necessary.

• Monitor compensation and benefit trends to ensure hotel is aligned and competitive with market.

• Continual monitor of compensation and benefit equity, ensuring compliance in all FLSA laws and changes. Identify any high-risk compensation areas.

• Maintain confidentially regarding employee issues; document investigation process and seek legal counsel as needed.

• Reviews all documentation prior to being presented/filed; Oversee all employee/manager documentation and action plans.

• Maintain confidential open-door process for employees/manager.

HR Compliance:

• General working knowledge of all Human Resources functions, including federal, state and local law changes.

• Oversee the timely and accurate processing of payroll.

• Stay current on employment laws and regulations, ensuring the hotel's policies and practices remain compliant.

• Conduct regular audits to ensure HR processes align with legal requirements.

• Mitigate potential legal risks through proactive measures.

• Proactively communicate and partner with General Manager and ownership in areas of non-compliance. Identify and lead initiatives to address change.