Human Resources Manager – Employee Relations & Organizational Development

Human Resources Manager

Employee Relations & Organizational Development

The HR Manager partners with leadership and department heads on employee relations, performance management, organizational development, and strategic HR initiatives across the organization. This role serves as a trusted HR business partner to managers and location leadership — advising on employee relations, investigations, policy interpretation, and workforce development — while leading key HR projects, manager training, and succession planning initiatives.

Employee Relations & Performance Management

• Serve as the primary HR resource for department heads, General Managers, and location leadership on employee relations, performance, attendance, conduct, and policy interpretation.
• Conduct employee relations investigations (interviews, documentation review) and recommend resolutions to HR leadership.
• Guide managers through performance improvement plans, realignment, and terminations, ensuring proper documentation and process.
• Track employee relations matters, identify recurring trends, and recommend proactive solutions.
• Maintain confidentiality and sound judgment in handling sensitive matters.

HR Business Partnership

• Build strong relationships with department heads and location leadership through regular HR check-ins on staffing, performance, and engagement.
• Act as a strategic partner — not just an administrative resource — helping leaders navigate workforce challenges, organizational change, and restructuring.
• Support leaders in building an accountable, inclusive workplace culture.

HR Projects & Strategic Initiatives

• Lead or support major initiatives: organizational restructuring, workforce planning, engagement programs, retention strategies, and recognition programs.
• Partner with Operations, Risk Management, and legal counsel on guest incidents, claims, and litigation involving employees; maintain related records (personnel files, incident reports, witness statements, corrective actions, training records).
• Analyze employee feedback, surveys, and exit interviews to identify trends and develop action plans with managers.
• Promote consistent HR practices and identify ways to strengthen leadership-employee communication.

Workforce Planning & Talent Management

• Partner with department heads on current and future staffing needs, workforce planning, and organizational design.
• Analyze turnover, vacancy, and retention trends; flag succession risks for critical positions.
• Support talent reviews, succession planning, and development of high-potential employees.
• Work with Recruiting to address recurring hiring or retention challenges.

HR Policies & Process Improvement

• Partner with the Director of HR to develop, update, and implement HR policies and procedures.
• Evaluate policies for effectiveness and operational practicality; develop SOPs, manager guides, and HR resource templates.
• Support HR audits and compliance reviews.

Training & Manager Development

• Design and deliver manager training on employee relations, coaching/feedback, workplace conduct, and leadership skills.
• Identify training needs based on ER trends and business priorities.

HR Analytics & Reporting

• Monitor and analyze turnover, retention, promotions, performance, and employee relations metrics.
• Prepare reports and presentations for leadership; use data to inform recommendations and track program effectiveness.
• Provide regular updates to the Director of HR on trends, risks, and opportunities.