Work closely with department heads to analyze, develop, and implement people strategies and act as a driver for strategic change on all people related initiatives.Provide expertise, guidance, and coaching for sensitive and complex HR related matters.Implement a hands-on approach, to create and maintain a culture that reflects the Renaissance’s core values. Coach leaders in appropriate people management including recruiting, performance management, discipline, reward & recognition, and exit strategies.Build collaborative working relationships and trust with senior level executives in the corporate office.Apply knowledge of federal, state, and local legal requirements to minimize exposure and enforce regulatory requirements.

Drove employee engagement through ongoing internal and leadership development programs, focus groups and events. Conducted investigations of employee relations issues throughout the store; partnered with employee relations team when appropriate to resolve escalated issues.Coached store leadership teams through monthly HR trainings to promote highest levels of performance and developmental feedback.Administered annual employee opinion survey, gathered and analyzed store results to identify plan of action for fiscal year 2016.Implemented recruiting strategies tailored to the unique needs of each department along with partnering with outside organizations to build a diverse candidate pool.Responsible for all administrative duties for 140+ employees including succession planning, FMLA & leave compliance, and benefits.

Served as first point of contact for all departments regarding employee issues, interpretation of union contracts, HR/Hotel policies and procedures, benefits packages, union pension plans and 401k plans.Aided managers with creative problem solutions with regards to associate issues in accordance company policies/procedures and laws regulations.Managed the processes for all LOA requests and worker’s compensation.Responsible for securing and aligning human capital to help the hotel meet its strategic and operational objectives. Developed and maintains affirmative action program; files EEO report annually; maintains other records, reports, and logs to conform to EEO regulations.Analyzed statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.

Reviewed all applications, and set up interviews for all current open positions. Prepared and process candidate background information, including reference checks.Conducted and process new hire paperwork and enter information into HR systems.