Human Resources

• Act as the liaison between Hotel Managers and Business Agents from the Hotel Trades Council (Union)
• Focus on dispute resolution and contract interpretation
• Collaborate with Human Resources and Hotel Leadership to conduct and advise on investigations and grievances
• Strategize on operational goals
• Provide labor relations support for fourteen Hyatt properties in New York City
• Oversee the daily administration of the Collective Bargaining Agreement
• Develop and maintain a professional working relationship with the Union
• Support managers and supervisors in investigating grievances and proactively resolving them internally
• Represent the Hotel and act as spokesperson at grievance meetings
• Educate and guide managers and supervisors through the grievance process and on contract interpretation
• Develop and maintain lists of management initiatives and proposals for future contract negotiations
• Educate managers and supervisors on the effects of historical work practices and actions that impact work practices

Regional Director of Labor Relations

• Act as the People Partner for US Account Executives and Channel, Channel Marketing, BDR and Sales Enablement teams in the US and France
• Coach managers on ramp-up, performance, difficult conversations, promotions and exits
• Support managers in building effective, high-performing teams
• Ensure performance reviews occur and performance is actively managed
• Handle employee relations using fair, documented processes and provide risk and compliance guidance under US and French labor law
• Own US payroll accuracy end to end through Justworks, including new-hire setup, separations, severance and final pay, retroactive adjustments, variable pay and tax treatment of unusual payments
• Reconcile each payroll cycle and challenge the PEO when needed
• Administer open enrollment and manage health, dental, vision and retirement programs through the PEO
• Evaluate benefits plan options at renewal
• Administer federal and state leave programs and maintain handbooks, notices and acknowledgments
• Track employment-law developments across states where the company has employees
• Support compensation benchmarking and pay equity with Talent Acquisition, Finance and managers
• Own compliant onboarding and offboarding
• Coordinate with immigration counsel on US visa sponsorship and support cross-border moves between Paris and New York City
• Identify HR workflows for automation and use AI to improve efficiency
• Collaborate with the Chief People Officer, People Partners, Talent Acquisition, People Operations, managers and executives across the company

HR Manager

• Support HR clients within NYU administrative units, academic centers, and institutes
• Work with client leadership, HR Centers of Expertise, and business owners to develop solutions and lead organizational-effectiveness initiatives
• Serve as client account manager for comprehensive HR service delivery
• Advise senior clients on sensitive and critical people-related matters
• Support organizational and workforce planning, job design, change management, performance and career planning, compensation strategies, coaching, development, and collective bargaining guidance
• Assess root causes and develop solutions with internal and external partners
• Support University leaders in building organizational climate, capabilities, behaviors, structures, and processes
• Deliver HR services using metrics, reports, dashboards, and continuous process improvement
• Participate visibly and ethically on client and HR leadership teams
• Leverage HR and organizational knowledge for action planning, issue prevention, and strategic initiative implementation

HR Business Partner

• Conduct monthly audits of timekeeping, scheduling, and payroll records for compliance with labor laws, collective bargaining agreements, and company policies
• Evaluate manager-initiated timekeeping adjustments, punch edits, overrides, missed punches, retroactive entries, and exception handling
• Audit meal and rest period compliance, attestation records, and related documentation
• Serve as the primary compliance resource and escalation point for regional operational leaders
• Lead implementation of changes in labor and employment regulations, including wage laws and predictive scheduling requirements
• Design and deliver mandatory training for frontline managers and supervisors on FLSA requirements, off-the-clock work prevention, and meal/rest break regulations
• Coach leaders on compliant timecard approvals, documentation, and workforce management processes
• Lead investigations into wage and hour concerns, payroll discrepancies, scheduling complaints, and labor compliance violations
• Partner with Legal, Human Resources, Payroll, and Operations on regulatory audits, agency inquiries, litigation support, and administrative claims

HR Compliance Specialist II

• Provide day-to-day HR consultation for assigned client groups
• Coach managers through team and performance challenges and advise on people decisions
• Partner with Employee Relations, Talent Acquisition, and Compensation teams
• Support talent reviews, succession planning, annual compensation cycles, and engagement follow-up
• Analyze workforce data, turnover, vacancy, and staffing trends
• Partner with Senior HR Business Partners on organizational design, workforce planning, and change initiatives
• Build relationships and working knowledge of client-group structures, roles, goals, and challenges
• Help managers navigate onboarding, transfers, and offboarding
• Support performance review cycles and development plans
• Draft and refine job descriptions and org charts
• Track action items from employee relations cases, talent reviews, and engagement surveys
• Contribute to broader HR projects and process improvements
• Help managers apply HR policies and practices consistently and fairly

Human Resources Business Partner

• Own the employee lifecycle from offer acceptance through departure
• Run new-hire onboarding with Recruiting and hiring managers
• Support semi-annual performance and annual compensation cycles
• Execute offboarding and advise managers through involuntary terminations
• Serve as the first point of contact for pay, benefits, and policy questions
• Own the compliance calendar
• Administer benefits and Open Enrollment
• Manage immigration, visa cases, leaves, and accommodations
• Own the HR technology stack and vendor relationships
• Run payroll every two weeks
• Build automation and self-service systems
• Turn HRIS and payroll data into people analytics
• Build documentation and scalable HR processes

HR Generalist

• Prepare and maintain HR reporting, data entry, record keeping and analysis, as directed by the CPO or HR generalists
• Assist the HR generalists in onboarding new hires
• Complete I-9 forms and verify I-9 documentation
• Schedule all exit interviews
• Support data tracking related to performance reviews
• Maintain active and terminated employee files according to regulatory requirements
• Assist or lead ad hoc HR special projects in partnership with the CPO and/or HR Generalists
• Work with the HR team to learn and contribute across the HR lifecycle, including onboarding, offboarding, payroll, reporting, and benefits administration

Human Resources Intern

• Develop and implement strategic HR initiatives aligned with institutional priorities with the Vice President for Human Resources
• Support the daily operations of the HR department and ensure high-quality service delivery across HR functions
• Represent Human Resources in university governance, strategic planning, councils, task forces, risk assessment, business continuity efforts, and institutional initiatives
• Lead and manage complex HR projects and organizational initiatives from planning through execution
• Analyze organizational trends, workforce needs, and HR metrics to support data-informed decision-making
• Support employee relations, performance management, conflict resolution, workplace investigations, policy interpretation, and employee concerns
• Promote a positive, inclusive, and collaborative workplace culture
• Mentor and coach managers and supervisors on leadership effectiveness, employee engagement, and talent development
• Support employee morale, retention, organizational trust, and best-place-to-work initiatives
• Support leadership development and succession planning initiatives
• Identify and nurture internal talent through mentoring, coaching, and professional development strategies
• Collaborate on learning and development programs for faculty, staff, and supervisors
• Partner with talent acquisition on strategic recruitment and workforce planning
• Assist with development, management, and oversight of the HR budget
• Monitor expenditures and support fiscally responsible HR operations
• Contribute to policy development, compliance efforts, and operational process improvements
• Ensure HR practices align with applicable federal, state, and institutional regulations and policies
• Build collaborative relationships with academic and administrative leaders
• Serve as a trusted advisor on organizational and workforce matters
• Promote transparency, communication, and responsiveness within HR and across campus stakeholders
• Support cross-functional collaboration to enhance employee experience and institutional effectiveness

Senior Director – Human Resources

• Provide consultative support and practical HR guidance in assigned areas
• Implement HR projects and initiatives as assigned
• Develop HR tools, templates, and processes based on observed needs and best practices
• Perform other duties as assigned
• Respond flexibly to assignments, including onsite presence depending on business need
• Work variable schedules including evenings and weekends

HR Advisor

• Administer and maintain the global Human Resources Information System (HRIS) on a day-to-day basis
• Work with internal stakeholders and HR teams to standardize and build processes supported by the configuration of HR systems
• Manage data integrations between HR and business systems globally
• Provide data analytics for the business and the HR team through report writing and enabling appropriate data access
• Function as the Beta tester for all new and/or updated systems
• Identify training needs of end users and develop and provide the necessary training
• Serve as an interface between internal/external customers and functional team members to ensure effective definition and delivery of HR technology applications
• Provide proper governmental reporting and compliance, where necessary
• Document HRIS processes and procedures and provide suggestions to optimize processes and drive efficiency
• Support the implementation of HRIS modules and integration with other HR/business systems
• Perform other duties as assigned

Human Resources jobs in New York