We’re looking for a wildly passionate and engaging People & Culture manager to support our hotels in Washington DC. You will be passionate about all elements of the colleague life cycle (recruitment, onboarding, engagement, and retention). This is a great opportunity for someone who has spent a couple of years working in HR and is ready to take the next step in their career as a leader.
This individual will reside in the Washington DC area. This is a hybrid position that will require a combination of time on-site at our properties in DC and remote work. This is an exempt position that reports to the Vice President | People + Culture.
If you are interested, please apply via this link:
https://www.linkedin.com/jobs/view/4033422470
Who We Are
- Passionate – about hospitality and fostering an environment where associates will thrive.
- Culture driven – dedicated to respect, teamwork, an entrepreneurial spirit, and the drive to succeed.
- Unique – we encourage our associates to express themselves and their individual talents. We celebrate diversity and are committed to equity and inclusion.
- Innovators – we are a lifestyle hotel management company that is constantly evolving. We are open-minded individuals who embrace change.
- A growing team looking to expand with authentic and genuine individuals who recognize the importance of team engagement.
- A company that has a culture of promoting from within.
- Recognized as a Top Workplace in The Washington Post and Philadelphia Inquirer over the past 9 years.
What You'll Do
- Recruit top talent for our hotels, focusing on both salaried and hourly positions across our entire portfolio – screening, interviewing, and evaluating candidates. This includes coordinating all other pre-selection activities, including reference checks, background checks, and ensuring all new hires and existing associates possess proper employment eligibility verifications to ensure compliance with all Company policies and procedures
- Direct and support hotel leaders with our recruiting processes and procedures, to ensure the hiring and retention of qualified and effective associates.
- Onboarding our new hires and leading orientation sessions, helping them get acclimated to life at Modus.
- Support associate performance management - read and analyze assessments and goals to ensure feedback is appropriate and goals are measurable and achievable.
- Establish relationships with our hotel teams, collaborating to drive team engagement.
- Partner with managers to grow and develop associates to their maximum potential - implementing, administering, and monitoring training programs. Review current methods, consult with and make recommendations to the management staff for improvement.
- Support colleague appreciation and recognition efforts; helping to plan and execute these activities.
- Support, guide, and counsel the hotel management team and associates to positively manage all employee relations concerns by listening and interpreting concerns and objectives and seeking mutually beneficial solutions.
- Manage the administration of wages and benefits at the property level, fielding colleague concerns, and other administrative tasks as assigned. Ensure the accurate and equitable application by analyzing and applying information retrieved from reports, manuals, and/or computer systems.
- Ensure compliance with all state and federal laws and regulations which pertain to human resources by reviewing current management practices, implementing new procedures and communicating verbally and in writing any new requirements.
- Embody our culture and core values, serving as an ambassador for Modus both internally and externally.
What You Bring To The Table
- 3-5 years of HR experience (recruiting, onboarding, training, employee engagement).
- Hotel operations or hospitality experience is an added bonus.
- A passion for collaboration. You thrive on supporting others and understand that their success is your success.
- A strong ability to multi-task, working on several projects and with multiple teams simultaneously.
- Proactive and Creative (the other P+C) - willing to come up with fresh ideas and think through how they can be executed.
- Strong organizational skills and a serious attention to detail. Focused on the details AND the big picture.
- Exceptional verbal and written communication skills when interacting with colleagues, guests, vendors, and just about anyone else who needs information.
- Comfortable with feedback. You know how to receive and give feedback upwards, downwards, and laterally in a professional way. Able to hold yourself and other accountable
- Ability to use the tools of the trade: computers, databases, and HR management systems.
What’s In It For You
- Competitive salary and quarterly bonus plan.
- Generous health, dental and vision insurance, plus 401K
- Comprehensive onboarding and training plan to set you up for success.
- Coaching, feedback, and mentorship to develop your individual role and career goals.
- Leadership courses to improve your personal and interpersonal effectiveness.
- Generous PTO package and 9 paid holidays.
- Opportunities to volunteer and give back to our local communities.
- Paid Parental Leave.
- Tuition reimbursement opportunities – when you grow, we grow!
Non-Negotiables (Our Core Values)
- SERVE OTHERS.
- LIVE 360.
- BUILD A POSITIVE TEAM.
- COMMUNICATE.
- BE WILDLY PASSIONATE.
- TAKE OWNERSHIP.
- LEARN + INNOVATE.
- EMBRACE CHANGE.
As part of an organizational culture that embraces change and progress, this job description does not seek to limit the tasks and responsibilities of the position. Rather, it acts as a springboard for future career and personal development within the property team and entire Modus Hotels’ community.
We are an equal opportunity employer. We actively respect the right of any qualified individual who performs to Modus standards to work. Discrimination based on gender, age, race, religion, national origin, marital status, sexual orientation, disability, or any other characteristic not related.
Modus by PM Hotel Group 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.
This description is subject to change, at the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” associate.
This position is primarily stationary; this will require moving less than 50% of the time.
