JOB CODE:



ASSISTANT HR AND HOUSING MANAGER

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REPORTING RELATIONSHIPS: Reports directly to the Housing Manager, Location Manager and/or the Assistant Director, Human Resources.

RESPONSIBILITIES:

The Assistant HR & Housing Manager oversees both Field HR and Housing operations on property. In this capacity, this position is expected to manage staff, community, and facilities related to employee off-time as well as ensure legal and company policy compliance through active support and monitoring of workplace environments, response to employee complaints, performing thorough and impartial investigations, and partnership with Operations and HR Support staff.

The Assistant HR & Housing Manager is responsible for the following (in conjunction with the HR & Housing Manager):

1. Provide a sounding board for employees at all levels; handling personnel issues with sensitivity, objectivity, and confidentiality as required, and resolving issues in a tactful and timely manner;

2. Provide ongoing manager training and support including performance of monthly file audits, review of company training materials/expectations, advisement on and support of corrective and disciplinary actions, and escalation of concerns to operations and HR support when appropriate.

3. Create a safe, welcoming and inclusive environment for all residents through both staff interactions and the active and ongoing planning of dorm/community meetings and events.

4. Track and manage dormitory infractions, such as quiet hours violations regardless of level of documentation. Guide staff to fairly and consistently apply dormitory conduct standards to residents in support of this tracking and documentation process.

5. Supervise Housing Staff (Assistant Manager, HR Coordinators, Residence Coordinators and Dorm Custodians) on a daily basis including: creating weekly schedules to ensure residence and office coverage as needed; offering advice and feedback; conducting daily staff meetings; monitoring the work of each staff person with personal observation at the work site as often as possible; initiating corrective and disciplinary action when necessary to meet standards; and offering activities which encourage teamwork among the staff members.

6. Supervise the Employee Experience Manager and/or HR Coordinator to ensure New Employee Orientations and Safety & Compliance training are being operated in accordance with expectations related to timeliness, accuracy, and exceptional internal guest service expectations.

7. Ensure proper preparation of residence facilities for occupancy, monitoring use, compliance with Cat. 1 & Cat. 2 housing lists, and upkeep throughout the season and ensuring proper closing procedures are met.

8. Ensure high standards of residence cleanliness and safety by conducting weekly inspections and written evaluations and by following up with responsible staff persons on deficiencies;

9. Partner with the internal training department to identify department manager strengths and weaknesses to develop an effective support system on HR issues. This includes Management Welcome Speeches and HIG Partnership Programs as well as weekly distribution of training needs at Department Manager Meetings.

10. Confidentially maintain personnel profiles of employees on location and files as needed;

11. Maintain accurate record retention related to housing including timely reporting of bed counts to Gardiner HR, NPS occupancy reports by the 15th of each month, and up-to-date residence lists posted securely to the public network.

12. Track employee illness information as it relates to quarantine determinations through a spreadsheet and NPS illness reporting database. Utilize the quarantine guidelines process and work cooperatively and regularly with Security and HR to effectively manage quarantines. This includes scheduling of meals for those under quarantine and monitoring of discipline process relating to same when appropriate.

13. Effectively manage change within the department to ensure compliance with shifting priorities and expectations.

14. Work effectively with Security staff and guide all staff to do same. Utilize security reports prepared daily for follow-up on dormitory issues and initiate constructive conversations with Security staff when necessary for complete understanding of concerns. Maintain professional partnerships with Security at all times.

15. Facilitate correction of NPS Eval or other Maintenance issues in a timely manner.

16. Conduct an Exit Interview with each termination, allowing the employee an opportunity to speak freely and air grievances; providing immediate documentation of issues addressed; ensuring the accurate completion of the Exit Interview form; accurately processing termination paperwork; objectively assessing appropriate termination codes and processing on a daily basis.

17. Complete Kronos entry and approval for staff on a daily basis and order supplies in a reasonable and prudent manner.

18. Other duties as assigned.

SKILLS AND KNOWLEDGE:

1. Developed management skills relating to leadership, decision making, delegation, time management, problem solving and Interpersonal communication.

2. Knowledge of HR Policies and Procedures, Park/Company guidelines and resources for cases with extenuating circumstances.

3. Office organization skills.

4. Ability to identify and appropriately handle confidential and sensitive information.

5. Basic business administration skills.

6. General knowledge of computer systems.

PHYSICAL REQUIREMENTS:

1. Must be able to lift items up to 25 pounds and shovel snow.

2. Must be able to walk and/or stand a minimum of 30 minutes at a time.

3. Must be able to walk up to one mile continuously.

4. Must be able to kneel or lay flat on the ground to inspect employee rooms and bathrooms.

5. Must be able to climb stairs.

6. Must be able to walk on uneven terrain, including icy and snow covered areas.

7. Must be able to remain seated for periods of 30-120 minutes or longer.

AUTHORITIES:

• Enforcement of Company Policies and Procedures.

• Assignment of Company Housing.

• Contact with HR, Security staff, NPS, and/or upper management as needed in handling of employee situations.

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