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HR MANAGER - Req. # : LHHR01
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Hilton Little Rock Medical Center Little Rock, AR, US 72204
Implements and monitors programs designed to ensure compliance with company and hotel policies, state and federal laws, rules and regulations pertaining to human resource management. Recruits, interviews and assists in the hiring of employees. Supervises associate staff training, and associate development.
Special Qualifications, Education or Licenses:
Ÿ Bachelors Degree in Business Administration, Psychology, Human Resources, Communications, or related field.
Ÿ Seven to ten years professional experience in human resources, including a minimum three years supervising and managing staff.
Ÿ Strong verbal, written, analytical, and interpersonal skills.
Ÿ Ability to organize and prioritize work and to meet deadlines.
Ÿ Regular and Punctual Attendance.
Ÿ Recruits, interviews and recommends for selection, applicants to fill vacant positions.
Ÿ Plans and oversees new employee orientations to introduce new employees to company policies and practices.
Ÿ Oversees management of insurance, defined benefit ad defined contribution plans.
Ÿ Oversees investigation of industrial injuries and the preparation of reports for insurance carriers.
Ÿ Conducts salary surveys within defined labor markets; develops salary structures and related job descriptions.
Ÿ Prepares and monitors human resources budget.
Ÿ Counsels employees and managers on employee relations issues and problems; insures terminations are carried out legally and conducts exit interviews.
Ÿ Prepares related statistical reports on turnover, absenteeism and recruitment costs; reports results to top management and recommends methods and procedures to improve the statistics.
Ÿ Contracts with outside suppliers to provide employee services, such as relocation services.
Ÿ Prepares legally required government reports.
Ÿ Supervises, trains and evaluates staff.
Ÿ Administers hotel guest service system (SERVICE EXCELLENCE CULTURE).
Ÿ Ability to sustain direct contact with the public; must establish high degree of customer service, (smile, eye contact, positive personal presentation, etc.), and high volume interaction with guests and staff.
Ÿ Fills employment requisitions in a timely manner (95% are filled by each need by” date, utilizing established requisition forms and procedures.
Ÿ Designs and implements system to hire the best qualified applicants.
Ÿ Employment Receptionist and Interviewer screen based on job factors (utilizing effective interviewing techniques).
Ÿ Applicants with minimum qualifications or better will receive an interview with a department representative (copies of resumes and applications are given to departments).
Ÿ Interviewer completes (within established procedures) reference checks, testing, and assures all information is obtained for a security background check.
Ÿ Interviewer completes all steps in the job offer process.
Ÿ Applicants and resumes are filed for easy access and are kept for 90 days.
Ÿ Maximizes pool of available applicants.
Ÿ Utilizes job posting program per established procedures.
Ÿ Utilizes newspaper/radio advertisement, including minority sources, within budgeted approvals and within established time frames.
Ÿ Utilized Job Service of Arkansas and other no-cost employment agencies (and executive recruiters upon approval).
Ÿ Utilizes colleges, vocational schools, fraternal organizations, special interest groups, employee referrals, CIA, Johnson-Wales, and hotel management schools.
Ÿ Utilizes system to review all applications on file (Human Resources Departments).
Ÿ Packets (with pockets) of relevant materials are designed, made and given to salaried applicants, college recruits, and other types of applicants as appropriate.
Ÿ Implements standardized selection tests.
Ÿ Maintains set up of up-to-date ADA job descriptions and job factors for each position in the Hotel.
Ÿ Oversees benefits orientation once a week for employees eligible for insurance coverage.
Ÿ Using set of Thanks But No Thanks” letters, send all applicants who are not hired the appropriate letters within 30 days after they apply.
Ÿ Assures procedures are followed for employment verification (for Human Resources and department personnel).
Ÿ Assures exit clearance process works properly.
Ÿ Maintains forms and internal procedures so that all terminating employees turn in company property on last day worked, receive an exit interview and receive paycheck(s) on correct day(s).
Ÿ Designs and oversees new-hire orientation to cover paperwork completion, benefit plans, company history/philosophy, introduction of management, payroll procedures, handbook material utilizes mechanisms for audience participation, several presenters and an array of A-V techniques (orientation date is first day of work for 95% of employees).
Ÿ Assures EEO and all other required posters are displayed on bulletin boards, job posting bulletins are current for the week, and all bulletin board information is current.
Ÿ Establishes procedures for EEO-1 report to be filed with EEOC on time.
Ÿ Establishes record retention procedures for all records kept in Human Resources (research laws and set up procedures accordingly).
Ÿ Establish system to keep accurate personnel files on active, terminated and leave of absence employees and design for easy retrieval of data.
Ÿ Administers WOTC/PIC programs for maximum cost saving to company and applicant integrity.
Ÿ Establishes system of EEO/AA in the employment process to assure minorities and women are hired in proportion to area representation, to assure nondiscriminatory interviewing occurs within Human Resources Department and departments and to assure no discrimination charges are filed relative to recruitment and selection (during hiring, job posting, promotion, transfer, termination).
Ÿ Charts staffing monthly for peaks” and valleys” overview annually and to track staffing levels from year to year.
Ÿ Produces reports PIC, WOTC, exit interview and counseling reports, with recommendations.
Ÿ Maintains weekly data to produce monthly reports: turnover, job posting, exit interview trends, relocation, interview trips, counseling session trends, Workers’ Compensation statistics, unemployment compensation statistics, relocation statistics, out-of-town interview expense log, budget update, WOTC and PIC.
Ÿ To perform other work related duties as assigned by Management.
Associate''s /Leader''s behavior supports:
Associate/ Leader LIVES and DEMONSTRATES the Shared Values below:
Ÿ We believe history & tradition are key to The Peabody experience.
Ÿ We strive to exceed our guest''s expectations.
Ÿ We treat our guests and fellow associates with respect and dignity.
Ÿ We place team success ahead of our own.
Ÿ We are to change & support decisions once they are made.
Ÿ We will continue to communicate when conflict occurs.
Ÿ We accept responsibility for our actions.
Ÿ When a problem occurs, I own it.
Associate/ Leader Meets Service Excellence Standards below:
Associate/ Leader interacts with owners/ guests /internal customers/ others at Level 10.
Associate/ Leader performs the following at Level 10:
Ÿ Speak To Guests and Each Other
Ÿ Speak First and Last
Ÿ Hospitality Zone
Ÿ 10 and 5 Rule
Ÿ Use The Guest''s Name
Associate/Leader placesequal emphasison Hospitality and Technical Performance.
Associates Degree or equivalent