The Marriott Park Ridge is seeking an experienced, trustworthy & outgoing People & Culture Manager (Human Resource Manager) to join their positive and talented team! Conveniently located a short distance from Woodcliff Lake, Nyack, The Outlets at Bergen Town Center and the bustle of New York City, the Marriott Park Ridge boasts 289 rooms, 18,000+ sq. ft. of event space and two restaurants on-site.

Job Overview of the Human Resources Manager / People & Culture Manager: Maintains and enhances the hotel’s human resources functions by planning, implementing, and evaluating employee relations, payroll, and human resources policies, programs, and practices

Responsibilities 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 Skills:

• Some knowledge of EEOC and employment laws.
• Ability to work under strict deadlines.
• Ability to read and speak the English language fluently.
• Ability 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.

Qualifications:

Education: Any combination of education and experience equivalent to a Bachelors Degree or any other combination of education, training or experience that provides the required knowledge of skills and abilities.
Experience: Two years of Human Resources experience preferred. Skilled in HRIS. Experience with payroll is a plus.
Licenses or certificates: SHRM Certification preferred.
Other: Additional language ability preferred.

Benefits:

We offer a comprehensive full-time benefits package consisting of medical, dental, vision, telemedicine, pet discount program, identity theft protection, pre-paid legal support, flexible spending accounts, matched 401K, life, critical accidental or illness, short- & long-term disability, paid time off, wellness programs, wonderful hotel discounts and much more!

#HC

Education

• Bachelors or better

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)