The Hotel Human Resources Coordinator supports daily HR operations, focusing on recruitment, onboarding, employee relations, and record maintenance to foster a positive workplace culture. They act as the primary contact for staff inquiries regarding benefits, policy, and payroll, ensuring compliance with labor laws while supporting department managers with administrative tasks. Responsibilities: • Recruitment & Onboarding: Manage full-cycle recruiting, including posting jobs, screening resumes, scheduling interviews, conducting background checks, and leading new hire orientation. • Employee Relations & Engagement: Plan and execute employee recognition events, appreciation activities, and assist with conflict resolution. • Administrative & Records Management: Maintain accurate, confidential employee files (including I-9s) and update HRIS systems. • Compliance & Policies: Ensure compliance with federal, state, and local labor laws (e.g., ADA, FMLA, EEOC) and enforce company policies. • Benefits & Payroll Support: Assist employees with benefit inquiries and support payroll processing by providing data on new hires, transfers, or terminations. Qualifications: • Education: Bachelor’s degree in Human Resources, Business, or a related field is often preferred. • Experience: Previous administrative or HR experience, particularly in hospitality. • Skills: Proficiency in Microsoft Office (Word, Excel, Outlook), strong communication, organizational skills, and close attention to detail. • Software: Experience with HRIS (Human Resource Information Systems) and Applicant Tracking Systems (ATS). • Confidentiality: Ability to handle sensitive employee data with discretion. • Hospitality Mindset: A positive attitude and passion for supporting employees. • Flexibility: Ability to multitask and prioritize in a fast-paced hotel environment. Compensation: $21 - $23 hourly

• Recruitment & Onboarding: Manage full-cycle recruiting, including posting jobs, screening resumes, scheduling interviews, conducting background checks, and leading new hire orientation. • Employee Relations & Engagement: Plan and execute employee recognition events, appreciation activities, and assist with conflict resolution. • Administrative & Records Management: Maintain accurate, confidential employee files (including I-9s) and update HRIS systems. • Compliance & Policies: Ensure compliance with federal, state, and local labor laws (e.g., ADA, FMLA, EEOC) and enforce company policies. • Benefits & Payroll Support: Assist employees with benefit inquiries and support payroll processing by providing data on new hires, transfers, or terminations. • Communication: Act as the first point of contact for employee questions, directing inquiries to the appropriate HR team member.