ASSISTANT DIRECTOR OF HUMAN RESOURCES JOB DESCRIPTION

Few HR functions carry as much legal and operational weight as the one governing certified staff, collective bargaining agreements, and statutory reporting in a public educational institution. An Assistant Director of Human Resources in this environment owns the day-to-day employee relations infrastructure, fielding grievances, administering compliance with state education codes, and keeping onboarding and separation processes audit-ready. The role answers to an HR Director or Executive Director while independently managing investigations and contract interpretation. Labor-law fluency is table stakes here.

As the Assistant Director of Human Resources, you will lead employee relations, talent acquisition oversight, and compliance operations for a higher education or K–12 institution, ensuring every personnel decision holds up to collective bargaining obligations and regulatory scrutiny. The position sits within the central HR office, managing a portfolio of specialist staff while reporting to the HR Director or Executive Director of Human Resources.

Career Impact: Deep experience managing CBA interpretation, EEOC grievance responses, and PED licensure reporting positions HR professionals for Director-level roles in the public education sector.

Business Impact: Faculty, classified staff, and school administrators depend on this role to resolve employee concerns quickly and keep the institution compliant with state statutes and federal employment law.

Growth Opportunity: Exposure to union negotiations, OSHA 300 reporting, and DEIB hiring analytics builds a cross-functional HR skill set that commands premium value across both K–12 districts and university systems.

• Oversee employee and labor relations cases from initial incident through final disposition, including investigations and settlement recommendations.
• Interpret collective bargaining agreements and advise administrators and staff on contract compliance and grievance procedures.
• Manage statutory compliance processes, including FMLA, Workers' Compensation, OSHA recordkeeping, and EEOC response.
• Coordinate the full talent acquisition cycle for non-director roles, including job posting, candidate prescreening, and onboarding documentation.
• Administer salary calculations, status changes, and personnel records within the HRIS platform to ensure payroll accuracy.
• Develop and deliver training programs on employment law, discrimination prevention, and institutional policy for faculty and staff.
• Supervise HR specialists and generalists, setting workflow priorities and monitoring performance against compliance deadlines.
• Prepare and present HR metrics, including headcount analysis, turnover data, and recruiting activity, to senior leadership and governing boards.

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent work experience.
• Five or more years of HR generalist or management experience, with demonstrated responsibility for employee relations and compliance.
• Knowledge of federal and state employment law, including FMLA, ADA, EEO, and OSHA regulations.
• Experience administering or interpreting collective bargaining agreements in a unionized workforce.
• Ability to conduct impartial employee investigations and produce written findings and recommendations.
• Strong analytical and organizational skills, with the ability to manage multiple compliance deadlines simultaneously.
• Excellent written and verbal communication skills, including experience presenting data and policy guidance to varied audiences.

• Professional HR certification, such as PHR, SPHR, or SHRM-CP, preferred.
• Experience in a K–12 district or higher education institution, including familiarity with educator licensure and certification processes.
• Prior exposure to HRIS platforms with applicant tracking functionality, including experience building recurring personnel reports.
• Knowledge of ERISA guidelines and prior experience supporting retirement plan administration, such as 403(b) or 401(k) programs.

• Employee relations case closure rate, measuring timely resolution within defined investigation windows.
• Grievance escalation rate, reflecting how effectively frontline concerns are resolved before formal arbitration.
• Onboarding completion rate for certified staff, tracking compliance with licensure verification deadlines.
• OSHA 300 log accuracy, measured against annual recordkeeping audit findings.
• HRIS data integrity score, reflecting the error rate on personnel status changes and payroll inputs.
• Typical tools: HRIS and applicant tracking platforms (commonly Paycom or similar); productivity suites (commonly Microsoft Office 365).

• Base Salary Range: $75,000 to $100,000 per year, depending on institution size and location
• Bonus: Merit-based increases common; formal bonus structures less typical in public education
• Equity: Not typically offered in higher education or K–12 settings
• Health Benefits: Medical, dental, and vision coverage; public institution plans often subsidized
• PTO: 15 to 25 days annually, plus institutional holidays and potential winter recess
• Common Perks: Tuition remission or waiver, defined-benefit pension plan, and professional development funding

Figures are estimates based on general US market benchmarks and may be outdated. Adjust based on location, company size, and seniority level.

Employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, genetic information, veteran status, or any other characteristic protected under applicable federal, state, or local law. Applicants requiring a reasonable accommodation to participate in the hiring process are encouraged to submit a request at any time. All offers of employment are contingent upon successful completion of a background check. Candidates must be legally authorized to work in the United States without sponsorship.

The Assistant Director of Human Resources leads daily HR department operations, including recruitment, EEO compliance, and employee relations, in support of the Director and institutional workforce goals. The role delivers employment program administration, policy guidance, and disciplinary oversight across full-time benefited positions, ensuring legal compliance and effective staff development.

Key Responsibilities

• Oversee daily HR department operations, including planning, organizing, supervising, and directing departmental activities.
• Supervise, schedule, train, develop, evaluate, coach, and mentor assigned HR staff.
• Prepare and deliver performance evaluations and lead the selection and hiring of HR department staff.
• Administer the employment and recruitment program for full-time benefited positions in compliance with applicable policies, practices, and federal and state laws.
• Ensure new hire orientations and the onboarding process for full-time benefited employees are completed.
• Compile, maintain, and track Equal Employment Opportunity and Affirmative Action information for benefited positions and prepare the Affirmative Action Plan.
• Provide oversight of the student employment program, including recruitment, hiring, employee relations, and disciplinary issues.
• Advise management on employee relations issues and recommend appropriate steps for resolution, including additional training, job evaluation, and disciplinary action.
• Prepare disciplinary and termination memos and assist with backup documentation as appropriate.
• Participate in the investigation and resolution of employee relations concerns, including interviewing staff and preparing reports.
• Coordinate workflow within HR and make recommendations on policies and procedures affecting HR operations.
• Assist with developing and administering the HR department budget and prepare reports for the Director.
• Assist with developing, updating, and implementing personnel policies, performing research to ensure legal compliance.
• Maintain and expand knowledge of existing and proposed federal and state laws and regulations affecting human resources management, interpret applicable laws and policies, and advise management and employees accordingly.

Required Qualifications

• Bachelor's degree in Human Resources or a related field, or an equivalent combination of education and work experience.
• Senior Professional in Human Resources (SPHR), Professional in Human Resources (PHR), or other advanced HR certification preferred.
• Extensive experience in Human Resources, including employment, recruitment and selection, Equal Employment Opportunity (EEO) regulations, employment law, and employee relations.
• Experience in hiring, training, scheduling, evaluating, coaching, disciplining, and supervising staff.
• Experience with training, compensation administration, and benefits administration.
• Knowledge of Human Resources policies and practices as applied to a medium to large organization, including Affirmative Action (AA) and ADA laws.
• Knowledge of compensation principles and practices.
• Proficiency in computer applications, including email, spreadsheets, word processing, presentation, and database software, including the Microsoft Office Suite.
• Strong leadership skills, including decision-making, problem-solving, collaboration, and analytical ability, with the capacity to plan, organize, and review the work of others.
• Experience working in a multicultural environment.

Embedded within a higher education HR function, the Assistant Director of Human Resources manages employee and labor relations across the full lifecycle, from incident investigation through arbitration, ensuring institutional compliance with employment law and collective bargaining agreements. Working closely with legal counsel, union representatives, and senior management, the role shapes policy development and delivers outcomes that support a stable, compliant workforce.

Core Functions

• Support the development and review of standard HR operating procedures to ensure consistent application of institutional policies.
• Facilitate communication among employees and management through guidance and consultation on problem-solving, dispute resolution, regulatory compliance, and conflict management.
• Manage and oversee the performance evaluation process, including recommendations for process improvement and implementation.
• Interpret federal and state regulations and institutional policies in the area of employee relations in collaboration with legal counsel.
• Advise managers and supervisors on the enforcement of labor contracts, employment law, workplace health and safety regulations, and related personnel policies.
• Develop policies and procedures to facilitate the implementation of negotiated agreements and interpret collective bargaining agreements for employees as needed.
• Assist with union negotiations with a view to achieving positive, mutually beneficial outcomes.
• Manage employee relations cases from incident report through final disposition, including formulating responses, proposals, and settlements.
• Conduct investigations of employee grievances and issue detailed reports of findings and recommendations.
• Research, analyze, and prepare data for use in labor negotiations, arbitrations, and employee association meetings.
• Ensure effective representation at hearings and other administrative processes involving employee and labor relations matters, unemployment, workers' compensation, and grievances.

Qualifications & Experience

• Bachelor's degree in HR management or a related field required.
• Master's degree in Human Resources preferred.
• Higher education experience preferred.
• Minimum of seven years of HR management experience.
• Minimum of five years of union workforce experience, including contract negotiations.
• Strong organizational skills.
• Ability to coordinate multiple tasks, set and meet deadlines, and complete projects.

Reporting to the HR Director, the Assistant Director of Human Resources owns payroll oversight, salaried management recruitment, and associate relations for a hotel or resort environment. Partnering with HR and Training Managers, as well as college and community recruitment venues, the role builds workforce capacity and delivers retention initiatives that sustain operational staffing goals.

Primary Duties

• Assume the responsibilities of the HR Director in the Director's absence.
• Partner with and mentor the Human Resources Manager and Recruitment Managers.
• Directly oversee the HR LID and office coordinator.
• Take ownership of payroll by auditing overtime, timekeeping systems, and paid time off for the department, including auditing and correcting pay rate reports and conducting monthly wage analysis.
• Maintain files for independent contractors and temporary staffing agencies and monitor departmental expenses in compliance with budget processes.
• Participate in the yearly budgeting and forecasting process.
• Provide counsel and assistance to all management personnel on associate issues relating to supervision and administration, and maintain clear and accurate documentation of all associate issues.
• Coordinate the annual salary administration and review process for salaried and hourly employees, ensuring timely distribution and tracking of completed reviews.
• Oversee all salaried management recruitment, including posting positions, reviewing resumes, processing offer letters and onboarding paperwork, obtaining references, tracking background checks, and coordinating relocation.
• Assist with and actively participate in recruiting events, including job fairs at colleges, universities, and within the community, using monthly forecasting tools to meet departmental manpower needs.
• Partner with HR and Training Managers to create associate events and wellness programs, and actively participate in new hire orientation and other training programs.
• Conduct all salaried exit interviews and partner with the HR Director on retention initiatives.

Skills & Qualifications

• High school diploma required.
• Bachelor's degree preferred.
• Previous experience as an HR Director, Assistant HR Director, or HR Manager.
• Human Resources experience within a hotel or resort environment strongly preferred.
• Excellent written communication skills.
• Strong command of grammar, spelling, punctuation, proofreading, and editing.

Sitting at the intersection of hotel operations and workforce compliance, the Assistant Director of Human Resources shapes colleague satisfaction programs, labor relations strategy, and HR policy administration in a union environment. Operating across recruitment, merit processes, benefit enrollment, and collective bargaining, the role enables a legally compliant, engaged workforce and supports the HR Director in delivering corporate HR initiatives.

Duties

• Assist in managing daily HR staff operations, including planning and organizing work, communicating goals, and scheduling and assigning work.
• Recommend or initiate salary, disciplinary, or other HR-related actions in accordance with company rules and policies.
• Identify, recruit, and make hiring recommendations for all hotel roles and represent the hotel at job fairs and recruitment events.
• Assist departmental leaders and senior managers with developing action plans to address issues identified in colleague feedback.
• Assist in analyzing data to identify trends, training needs, supervisory issues, and opportunities to improve employee satisfaction and retention.
• Assist in creating, communicating, and implementing programs and events to foster a positive work environment for all employees.
• Support and administer the employee satisfaction survey and assist department managers with developing action plans based on feedback.
• Support the HR Director in administering corporate initiatives, including the annual merit process, benefit enrollment, and wage and hour surveys.
• Ensure compliance with employment laws, government agencies, and company policies and procedures, and conduct annual HR compliance self-audits and external audits.
• Communicate and interpret all company and hotel policies and procedures.
• Conduct or assist with investigations and ensure workers' compensation claims are properly documented and reported.
• Submit required documentation in response to unemployment claims and participate in unemployment hearings as needed.
• Manage labor relations and represent the hotel in grievances, mediation, arbitration, and contract negotiation in a union environment, ensuring all departments comply with collective bargaining agreements.

Requirements

• Bachelor's degree in Human Resources, Communications, Hospitality Management, or Business Management, or an equivalent combination of education and experience preferred.
• Professional HR designation, including PHR, SPHR, CHRP, or other, preferred.
• Previous human resources leadership experience required.
• Experience in union work environments and labor relations preferred.
• Basic knowledge of Microsoft Office programs, including Word, Excel, and PowerPoint, and Human Resources and payroll systems required.
• ADP/Timesaver experience preferred.
• Must speak fluent English; additional languages preferred.
• Strong mathematical skills, including basic math, budgeting, profit/loss concepts, percentages, and variances.
• Strong communication skills, with demonstrated ability to interact with employees, vendors, and corporate HR and legal staff.
• Strong problem-solving, reasoning, motivating, organizational, and training abilities.

A key member of the HR team, the Assistant Director of Human Resources leads offer letter administration, candidate prescreening, and HRIS platform management to support recruitment and employee relations across roles below Director level. Collaborating across departments to develop staff communications and transition paper-based HR records to electronic formats, the role delivers data-driven hiring insights and strengthens the organization's DEIB recruitment practices.

Functions

• Develop and distribute offer letters, annual employment letters, non-probationary letters, and change of status and salary forms.
• Handle all salary calculations and adjustments, including blended rates, prorated adjustments, and teacher-to-coordinator conversions.
• Enter semi-monthly datasets of additional pays and track historical pay rates for items such as curriculum work, new hire orientation, and chaperone duties.
• Assist with building and updating job descriptions, post positions on the HRIS platform, and research job boards to support diversity and targeted recruitment.
• Analyze the volume of qualified candidates from each job board and conduct prescreening of candidates for all roles below Director level.
• Conduct exit interviews for all roles below Director level, document all feedback, share preliminary COBRA information, and coordinate the return of company property.
• Take on a shared portion of employee relations conversations, mediations, and one-on-ones, and document all issues and follow-up actions.
• Run and build personnel reports in the HRIS system, analyzing headcount by department, salary information, and DEIB hiring data.
• Revamp and maintain HR sites within the HRIS platform, including applicant tracking branding and database cleanup.
• Work with various departments to develop monthly communications content for display in staff common areas.
• Oversee the transition of paper personnel files and paper-based forms to electronic formats in conjunction with the HR Director.
• Work with the HR Director to develop and launch a 90-day non-union probationary evaluation process.

Experience & Qualifications

• Bachelor's degree in Human Resources required.
• Minimum of five years of HR Generalist experience, including recruitment, benefits, employee relations, and employee engagement.
• Experience working with HRIS systems, including applicant tracking systems.
• Paycom experience a plus.
• Knowledge of ERISA guidelines and prior 401(k) or 403(b) experience.
• Knowledge of federal and state labor laws, including New York and Connecticut, to ensure compliance.
• Advanced Excel skills required, including VLOOKUPs and pivot tables.

Building leadership capability and staff effectiveness depends on the Assistant Director of Human Resources, who coordinates a comprehensive organizational development program encompassing onboarding, mentoring, and training initiatives for a university workforce. Based within the HR department and reporting to the Director of Human Resources, the role assesses program outcomes through metrics and analytics and ensures equitable application of personnel policies across the institution.

Accountabilities

• Assist the Director of Human Resources in providing leadership and direction regarding personnel matters.
• Coordinate the training and development needs of staff, developing programming and organizing logistics.
• Develop content for training and development programs and evaluate their effectiveness.
• Manage mentoring programs and on- and off-boarding programs.
• Work with supervisors and the Benefits Coordinator to provide guidance on orientation, onboarding of new employees, and transitioning employees.
• Ensure the consistent and equitable application of personnel policies and government regulations throughout the institution by providing advice and enforcing personnel rules.
• Identify, develop, and monitor metrics and analytics to assess overall performance and outcomes and make recommendations for improvement.
• Assist the Director in evaluating HR processes to improve efficiency and recommend new approaches and procedures for continual operational improvement.
• Perform training sessions, engage with administration, and conduct informational meetings as required.
• Supervise and guide more junior members of the department.

Technical Qualifications

• Bachelor's degree in human resource development, psychology, business management, or a related field.
• Minimum of five years of experience in human resources or organizational management.
• Experience working in higher education.
• Previous experience in the development and presentation of training.
• Knowledge of federal and state laws regarding employment.
• Understanding of training methods that actively engage adult learners.
• Proficiency in Microsoft Office programs and general office equipment.
• Strong analytical and problem-solving skills.
• Excellent communication skills, both verbal and written, including interaction with students, employees, and administration.
• Strong organizational skills, with exceptional attention to detail and the ability to prioritize work and meet deadlines.
• Ability to maintain a high level of confidentiality.

As the Assistant Director of Human Resources, this role oversees daily HR office operations, encompassing benefits administration, workers' compensation, progressive discipline, and employee morale programs, in a hospitality environment. The HR leadership team relies on this work to maintain federal and state labor law compliance, sustain a culture of management involvement, and equip leaders with the guidance needed to resolve complex employee relations matters.

Activities

• Oversee the daily operations of the Human Resources office.
• Assist with and ensure that all procedures concerning promotion, transfer, and separation of staff are carried out within applicable policy and legal boundaries.
• Provide guidance to the leadership team regarding employee morale, employee relations, coaching, counseling, and discipline.
• Assist with local annual benefits enrollment, billing reconciliations, and ongoing team member questions and needs.
• Assist in the administration of social benefit programs, including quarterly awards, bulletin boards, and recreational and other social programs.
• Work with leaders to manage performance feedback and talent management.
• Oversee Workers' Compensation programs, ensuring claims and reports are submitted on a timely basis, modified duty is arranged, and employees return to work.
• Maintain compliance with federal and state labor law, including EEO, wage and hour, and regulatory agencies.
• Continually assess employee morale by analyzing absenteeism, turnover, lateness, and resignation data, and by conducting exit interviews and periodic associate interviews.
• Partner with hotel leadership on progressive discipline and action plans.
• Conduct management training and advise management on labor law issues to ensure compliance with current state and federal labor laws.
• Assist with planning, coordinating, and executing employee events and activities, including associate meetings, parties, and community service projects.
• Establish an open-door policy with employees to ensure a culture of management involvement.

Position Requirements

• College degree preferred, or equivalent work experience.
• Minimum of five years of Human Resources experience, preferably in the hospitality or a similar industry.
• Knowledge of governmental employment laws.
• Excellent computer proficiency.
• Strong verbal and written communication skills.
• Strong problem-solving skills.
• Strong active listening skills.
• Ability to evaluate and select among alternative courses of action quickly and accurately.
• Ability to understand and clarify concerns raised by team members.

Assistant Director of Human Resources leads day-to-day employee and labor relations management across a school district, overseeing HR operations, talent acquisition, and compliance with collective bargaining agreements and statutory reporting requirements. Success in the position means equipping school and department leaders with timely, accurate guidance on complex personnel matters while advancing onboarding, retention, and workforce authorization programs that support institutional effectiveness.

Operational Focus

• Manage and oversee day-to-day employee and labor relations, including complex activities, programs, initiatives, investigations, and relationships.
• Supervise HR operations and staff assigned to specific schools and departments, working closely with school and department leaders to resolve employee-related concerns.
• Collaborate with organizational leadership in developing and implementing onboarding and staff retention programs.
• Assume the role of department supervisor in the absence of the HR Executive Director.
• Interpret and apply district policies, state statutes, collective bargaining agreements, and department policies for sensitive staffing and personnel issues.
• Assist in the review, modification, and enhancement of all HR functional areas to ensure comprehensive, effective, and efficient services.
• Generate employee contracts and oversee all licensure and related processes for all employees as required by applicable regulatory bodies, ensuring accuracy of statutory reporting.
• Manage the work authorization and visa processes and respond to EEOC complaints and district grievances.
• Create and maintain current job descriptions and evaluations, and coordinate the annual non-renewal and renewal process for certified employees.
• Confer with and advise employees and site administration regarding collective bargaining agreements, and assist with union negotiation terms as needed.
• Oversee the talent acquisition function, including prioritizing employment needs, training and coaching team members, and preparing and presenting key recruiting metrics to leadership.
• Advise and counsel on employee corrective action, develop intervention strategies for recurring issues, and conduct and supervise employee investigations.
• Ensure compliance with all city, state, and federal regulations and participate in meetings, trainings, and district committees as needed.

Knowledge Skills & Abilities

• Knowledge of policies and procedures, labor law, and state statutes related to education employment.
• Knowledge of investigative procedures.
• Excellent computer skills; knowledge of database systems preferred.
• Excellent written and oral communication skills.
• Strong organizational skills, with the ability to prioritize, multitask, work under pressure, and meet deadlines.
• Ability to interpret and analyze financial reports and legal documents.
• Ability to manage and appropriately handle confidential information.
• Ability to develop effective relationships and interact with a variety of individuals and personalities.
• Ability to respond to complex inquiries or complaints from customers, regulatory agencies, or members of the business community.

The Assistant Director of Human Resources leads the establishment of HR policies, systems, and organizational structures for a new university branch campus in Guangzhou, operating as a senior member of the HR team under the Director of Human Resources at the main campus. The role delivers full-spectrum HR functions, including recruitment, compensation, performance management, and employee engagement, to support institutional effectiveness and talent retention in a Mainland China higher education context.

Key Deliverables

• Assist in developing and establishing HR policies and systems, including policies on recruitment, compensation and benefits, performance measurement, leadership and employee development, employee engagement, and communications, and ensure legislative compliance.
• Help formulate initiatives to attract, develop, and retain talent, enhance diversity and staff engagement, and facilitate faculty and staff success.
• Advise on the setup of organizational and manpower structures to drive organizational effectiveness.
• Assist in leading a team of professional and support staff in the Human Resources office to provide a full range of HR functions responsive to institutional needs.
• Serve on relevant HR committees for the establishment of policies, regulations, and recruitment of senior staff.

Professional Experience

• Bachelor's degree or above required.
• Substantial all-round HR experience at a senior level in a sizeable organization, with experience in the Mainland China context.
• Proven track record of leadership and experience in driving HR initiatives and programs.
• Experience working in a higher education environment highly desirable.
• Proficiency with Mainland employment laws and relevant legal and regulatory requirements.
• Familiarity with international best practices in human resources management and people strategies.
• Excellent language skills in English and Putonghua, both written and spoken.
• Strong leadership, interpersonal, and influencing skills, with the ability to communicate effectively at all levels and across cultures.
• Demonstrated ability to work efficiently and collaboratively in a diverse work environment.

Embedded within the LSU Foundation's HR function, the Assistant Director of Human Resources delivers accurate payroll processing, benefit program administration, and regulatory compliance as a direct report to the executive director. Working closely with the Receptionist and Administrative Assistant, the role produces workforce analytics, manages open enrollment, and advances organizational culture through humility, integrity, and inclusion in all aspects of HR operations.

Areas of Ownership

• Administer accurate and timely payroll processes using an automated system.
• Perform benefit administration for programs including retirement, medical, dental, and disability plans, including change reporting, approving invoices for payment, and evaluating policies for cost-effectiveness.
• Ensure compliance with all federal, state, and local employment laws.
• Maintain personnel files in compliance with applicable legal requirements and keep employee records up to date by processing employee status changes.
• Conduct new employee benefits onboarding and manage the annual open enrollment process, including communicating changes to employees and arranging for onsite representation by providers.
• Prepare, generate, and analyze ongoing and ad hoc reports pertaining to employee personnel information and data, including benefit costs, staffing levels, turnover, and other HR metrics.
• Conduct research and provide analytics in support of key projects and assist in the planning and creation of operating policies and procedures.
• Supervise the Receptionist and Administrative Assistant.

Background & Experience

• Bachelor's degree from an accredited college or university.
• Professional Human Resources Certification (PHR) or SHRM Certified Professional (SHRM-CP) preferred.
• Minimum of three years of experience in a Human Resources environment.
• Knowledge of Paylocity payroll software preferred.
• Expertise in at least one payroll software system.
• Exceptional written and oral communication skills.
• Strong attention to detail.
• Ability to self-motivate and work independently.
• Ability to represent the organization in a professional and positive manner.

Reporting to hotel leadership, the Assistant Director of Human Resources shapes team member benefits, grievance procedures, and personnel record management within a five-star hospitality environment. Partnering with departmental heads and senior management, the role builds a skilled, values-aligned workforce by promoting Health and Safety compliance, institutional core values, and a culture of professional development.

Role Responsibilities

• Manage team headcount in liaison with heads of departments and identify areas of development.
• Manage team members' benefits.
• Carry out grievance interviews, ensuring all actions are fair and followed through.
• Maintain personnel records, ensuring confidentiality, and respond to all reference requests for employment, housing, and related purposes.
• Maintain Health and Safety documentation for the hotel, ensuring compliance with legal requirements.
• Lead by example and promote core institutional values, corporate training policies, and procedures.
• Adhere to hotel employee rules and regulations.

Minimum Qualifications

• Hospitality Management bachelor's degree, or equivalent in Business Administration, Human Resources, or Tourism Management.
• Good experience in a five-star hotel environment.
• Knowledge of payroll, recruitment, and health and safety.
• CET4 level or above; proficiency in oral and written English.
• Strong team-working skills, with the ability to support leadership in developing a skilled team and adapt to varied situations, including discipline, staff personal issues, and team motivation.
• Strong administration and organizational skills, with the ability to communicate with personnel at all levels.