Regional Director of Human Resources in San Gabriel, California at Burgeon San Gabriel Management LLC
NewSalary: $130000 - $140000Job Function: Human Resources
Burgeon San Gabriel Management LLC
San Gabriel, California, 91776, United States
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Job Description
Position OverviewThe Director of Human Resources leads all HR functions for both hotels: recruiting, onboarding, training, associate and labor relations, payroll, benefits, leaves, workers' compensation, compliance and HR reporting. The Director is a strategic partner to both General Managers and to ownership, giving each department the people, guidance and support it needs to meet guest service and financial goals.The Director builds consistent systems that keep working when the Director is at the other property. This includes working with ADP TotalSource and department leaders so routine work is handled reliably, while the Director stays focused on employee relations, compliance, labor cost and retention.Essential FunctionsMulti-property leadership
Recruiting, onboarding and staffing- Lead day-to-day HR operations at both hotels and advise both General Managers, managers, supervisors and associates.Keep a visible, scheduled presence at each property across departments and shifts. Publish the weekly on-site schedule so leaders and associates know when HR is on-site.Respond to urgent matters at either property (investigations, injuries, terminations, agency visits) regardless of the scheduled split.Build standard processes, checklists and calendars that department leaders follow, so HR work continues when the Director is at the other hotel.Manage the relationship with ADP TotalSource and other HR vendors. Hold them to agreed service levels and confirm what they own versus what stays with the hotels.
- Oversee recruiting, interviewing, hiring, onboarding, transfers, promotions, wage changes and separations at both hotels.Train managers in effective, lawful recruiting and interviewing. Conduct or support interviews and make hiring recommendations.Plan ahead for SSG's seasonal and student-driven turnover at Front Desk, Starbucks and outlets with pipelines, flexible scheduling and retention practices.Oversee pre-employment steps (background and reference checks, drug testing where lawful) and Form I-9 employment eligibility for all new hires and current associates.Partner with department leaders on staffing levels, scheduling, performance, morale and retention.
- Coordinate new hire orientation, onboarding and department training at both hotels.Coordinate required compliance training, including California harassment prevention, workplace safety and brand or company programs.Monitor performance appraisal programs. Check that reviews are fair, documented and set measurable goals.Develop associates and supervisors to their full potential and support internal promotion.
- Manage associate relations matters: complaints, conflicts, investigations, coaching, corrective action, performance improvement plans and terminations.SSG (non-union): Maintain positive direct associate relations through open communication, fair and consistent policy application, recognition and prompt resolution of concerns. All activity follows the National Labor Relations Act.E-Central (union): Serve as the key management resource on union relations, grievances, contract interpretation and CBA compliance. Represent management in grievance meetings and coordinate with labor counsel as needed.E-Central Engineering (non-union): Administer non-union policies, pay and benefits for Engineering separately from union associates.Run associate engagement programs at each hotel: town halls, associate and manager of the quarter, service awards, social events and associate communications.Promote a culture of professionalism, communication, accountability and consistent policy application.
- Oversee biweekly payroll for both hotels: timecard audits, missed punches, overtime, meal and rest period premiums, supplemental pay, service charges, tips, porterage, allowances, deductions, PTO/vacation/sick time, wage increases, final checks and adjustments.Audit payroll registers and exception reports so associates are paid accurately and on time.Work with department managers to keep timekeeping accurate and documented.Administer union payroll requirements at E-Central: union hours reporting, dues, benefit fund reporting and contributions, and scheduled CBA wage increases.
- Oversee non-union benefits administration at both hotels: enrollment, terminations, associate questions, invoice reconciliation and broker/carrier coordination. Coordinate annual renewals and communicate changes.Administer medical, disability, family, protected and other leaves under federal, California and CBA requirements.Manage workers' compensation claims: incident documentation, carrier and broker communication, follow-up, return-to-work, modified duty and litigated claim support.Coordinate with employment and labor counsel, insurance representatives, TPAs and agencies on claims, investigations, audits and litigation.
- Ensure compliance with federal, California and local employment laws, including wage-and-hour, meal and rest periods, leave, City of Los Angeles hotel worker requirements at E-Central, Affirmative Action obligations where applicable, and all CBAs.Develop, communicate and enforce HR policies and procedures for each hotel.Monitor changes in employment law and update policies and practices.Keep personnel files, acknowledgments and required records accurate, complete, confidential and compliant, separately for each hotel.Support workplace safety, injury prevention, emergency preparedness and required compliance programs.
- Prepare monthly HR and labor reports for each hotel and ownership: labor cost, PTO/vacation liability, service charge reconciliation, turnover, union reporting, workers' compensation and other items for ownership meetings.Partner with Accounting and Finance so payroll, labor, benefits and service charges are recorded and reconciled correctly.Develop and manage the annual HR budget for each hotel, including staffing, benefits, training and engagement.Conduct annual compensation and market wage reviews and recommend adjustments.Track turnover, time-to-fill and overtime trends and recommend actions that protect guest service and the P&L.
- Maintain confidentiality and sound judgment with sensitive associate, payroll, legal and business information.Communicate clearly, verbally and in writing, with associates, leaders, ownership and outside partners.Perform other HR duties and projects as assigned by the General Managers or ownership.
- 5+ years of progressive HR experience, including at least 3 years in HR leadership.Previous hotel property HR experience.Strong knowledge of California and federal employment law, including wage-and-hour, meal and rest periods and leaves.Union and CBA experience, including grievances and benefit fund reporting (strongly preferred).Experience in both union and non-union hotel environments.Hands-on payroll experience, including audits and corrections. ADP experience preferred.Experience with associate investigations, corrective action and workers' compensation claims.Ability to manage priorities across two locations, work independently and keep both General Managers informed.Strong Excel and reporting skills.Excellent verbal and written communication and conflict-resolution skills. Ability to adapt communication to associates, managers, ownership and outside partners.Patience, tact and diplomacy with applicants and associates, including in tense situations.Valid driver's license and reliable transportation to travel between properties.
- Bachelor’s degree in human resources, Business or a related field.Multi-property or regional HR experience.Experience working with ADP TotalSource.PHR, SPHR, SHRM-CP or SHRM-SCP certification.Bilingual in English and Spanish (Spanish is the preferred second language)
Working Conditions and Physical Requirements
- Work is split between two hotels about 12 miles apart, with regular travel between them.Schedule follows business needs and may include early mornings, evenings, weekends and holidays, including on-call response to urgent matters at either hotel.Ability to stand, walk and/or sit and perform essential functions for at least an eight-hour shift, with or without reasonable accommodation.Ability to observe associates in the workplace, review operations and spot concerns with performance, grooming, training, policy adherence and morale.Meet attendance requirements and be available on a regular basis.
| Criterion | Weight | What a strong candidate shows |
| Union and CBA administration | 20% | Has handled grievances, contract interpretation and union benefit fund reporting |
| California employment law and compliance | 20% | Explains wage-and-hour, meal/rest, leave and LA hotel worker rules accurately with real examples |
| Payroll accuracy and reporting | 15% | Has run audits, caught errors and built labor and PTO liability reports for leadership |
| Multi-site organization and systems | 15% | Has a clear plan for covering two hotels, using ADP TotalSource and managers without losing quality |
| Associate relations and investigations | 15% | Investigates fairly, documents well and keeps trust in both union and non-union settings |
| Business and financial partnership | 10% | Connects turnover, overtime and workers' comp to labor cost and guest service |
| Communication and judgment | 5% | Clear, calm and confidential; adjusts to associates, GMs and ownership |
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Job Location
San Gabriel, California, 91776, United States
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