Join Us
Description
The Coordinator | People + Culture will be responsible to help organize, coordinate, and carry out department initiatives and processes. The Coordinator | People + Culture performs a variety of complex and confidential duties in support of the People + Culture Department and is part of the collaboration of enhancing both the job seeker and associate experience. This individual participates in onboarding and assists with recruitment activities for critical open positions.
Responsibilities + AUTHORITIES
HR Systems
- Lead and execute process in all associate information changes to include new hires, promotions, job changes, salary changes etc. into the Company’s Workforce Management System, UKG.
- Generate reports from UKG and other associate systems.
- Ensure data integrity by assisting with quarterly audits of UKG and other associate systems.
- Manage and update access for people related systems such as background checks, recruitment accounts etc.
Compliance
- Supports People + Culture Department in educating associates on company policies.
- Maintain personnel files and other records in compliance with regulatory requirements as well as the Company’s’ Document Retention Policy.
- Partner with Risk Management and SVP | People + Culture to ensure all company required filings (such as EEO-1, OSHA, etc.) are completed.
Associate Relations
- Respond to associate questions regarding associate information, etc.
- Monitor and complete employment verifications.
- Coordinate associate events with Office Manager to positively impact culture and associate engagement.
- Maintain Associate Relations Tracker, ensuring all communications are followed up on and complete.
Recruiting
- Assist in the full hiring process of associates, including recruitment, interviews, verifying work-history and references, and tracking of new possible candidates in HRIS.
- Pre-screen resumes for open positions for Hiring Manager review.
- Coordinate candidate interviews in support of Hiring Managers.
- Represent PM Hotel Group at recruiting events.
- Assist with the coordination of the Intern Program.
- Compile recruitment billing breakdown to reconcile property bill-backs.
Onboarding
- Administer background checks and launch onboarding documents in advance of new hires arrival.
- Conduct orientation programs for new associates in conjunction with the Learning + Development team.
Termination
- Execute termination process in UKG for all Support Center associates.
Administrative
- Gatekeeper for incoming and outgoing department mail + shipments.
- Oversee the internal communication systems (including PMTV, CallMultiplier) and management of the company-wide associate directory and email distribution lists.
- Ensure Team’s calendars are current with scheduled monthly meetings and coordination of meeting requests.
- Oversee and update the People + Culture Intranet as necessary.
- Participate in departmental and office meetings as necessary.
- Support the People + Culture department on all administrative duties as needed and/or other duties as assigned.
QUALIFICATIONS + SKILLS
QUALIFICATIONS
- Minimum of 2 years human resources generalist experience.
- Experience in the planning and execution of events preferred.
- Strong skills using Microsoft Office Suite
- Experience providing full-cycle recruitment support preferred.
- UKG experience preferred.
- Hospitality, restaurant, retail, or sports & entertainment experience preferred.
SKILLS
- HR competence and knowledge of HR process and computer programs
- Professional integrity and sense of responsibility and accountability
- Comfortable working in a highly visible role
- Highly organized and efficient, skilled at multi-tasking
- Positive and personable demeanor
- Ability to handle stressful situations
- Reliable and personable; enjoy working with a diverse range of individuals and ensuring associate requirements and needs are met first
- Experience with applicant tracking systems.
- Strong verbal and written communication skills.
- Strong interpersonal skills.
- Ability to quickly adapt and flex according to business and customer needs.
- Ability to recognize root cause of issues and to proactively develop solutions.
- Strong organizational, time management and project management skills with the ability to prioritize workload to meet deadlines.
- Understands how to manage information, balancing associate confidentiality with business needs; knows when to communicate upwards.
- Computer proficiency and technical aptitude with the ability to utilize Microsoft Office, SharePoint, and HRIS systems such as UKG.
- Occasional evening or weekend work may be required.
WHO ARE WE?
ABOUT PM HOTEL GROUP
- Awards + Accolades:
- Recognized as a Best Place to Work in Hospitality as seen in Hotel Business (2019)
- Fastest Growing Private Companies in DC – Washington Business Journal (2020 + 2019)
- Inc 5000 – Fastest Growing Private Hospitality Companies (2019)
- AHLA Paving the Way Award 2021 – Vanessa Stanley
PM is PEOPLE-POWERED
At PM Hotel Group we are passionate about fostering an environment that allows our associates to thrive. Creating a culture dedicated to respect, teamwork, entrepreneurial spirit, and the drive to succeed, we encourage our associates to express themselves and their unique talents. We celebrate diversity and are committed to equity and inclusion.
A top-15 hotel management company, PM Hotel Group has over two decades of experience building relationships with brands, partners, and third-party hotel owners. We know that our greatest resource is our people, and this people-first mindset is at the heart of our corporate DNA.
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)