Director Of People & Culture - Human Resources

The beautiful Westin Chicago Northwest is seeking an experienced Director of People & Culture, Human Resources to join our amazing team. The hotel features 416 rooms and suites and has been awarded a AAA Four-Diamond rating. The hotel is part of the Westin and Marriot-brand family and is managed by Crescent Hotels & Resorts. Crescent Hotels and Resorts is the industry leader in hotel management, in so many ways, and we celebrate your career and your contributions. We offer a robust compensation package with includes industry-leading benefits and bonus plans.
Come be a part of leading this amazing property to deliver innovative guest experiences and employee relations that resists predictability!
JOB OVERVIEW: 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.
REPORTS TO: General Manager
ESSENTIAL JOB FUNCTIONS:
1. 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.
2. Conduct annual wage comparative survey within competitive set. Ensure compliance of federal, state wage and hour laws and the Fair Labor Standard Act.
3. 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.
4. 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.
5. Support & coordinate all Crescent, human resource initiatives & business practices. Create an atmosphere of being the employer of choice.
6. Ensure compliance with OSHA regulations and Crescent safety training program. Manage all worker compensation and guest liability claims.
7. Assist with the coordination of benefits with Crescent's benefit administrator for new hires, current & terminated associates. Assist associates with requests for FMLA & personal LOA paperwork and coordinates the collection of
insurance premium payments.
8. 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 weekly/bi-weekly payroll.
9. 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 resolution
strategies.
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 Human
  Resource matters.
• Three to five years of experience within the Human Resource discipline.

Additional Information: This hotel is managed by Crescent Hotels & Resorts. The management company controls all aspects of the hotel's employment policies and practices, including the selection and hiring process. If you accept a position at this hotel you will be employed by Crescent Hotels & Resorts, and not by Marriott International.
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)