Human Resources Manager

Job Description – Human Resources Manager

Industry: Hospitality Department: Human Resources Position: Human Resources Manager Employment Type: Full-Time Reporting To: General Manager

Job Summary

We are looking for an experienced and dynamic Human Resources Manager to lead the complete HR function at a luxury resort. The candidate will be responsible for managing end-to-end HR operations, recruitment, employee relations, statutory compliance, training and development, performance management, and employee engagement.

The ideal candidate should have a strong background in hotel or resort operations, excellent interpersonal skills, and the ability to create a professional, disciplined, and employee-friendly work environment while maintaining the highest standards of luxury hospitality.

Key Responsibilities

1. Human Resources Operations

• Manage the overall HR operations of the resort and ensure the smooth functioning of the HR department.
• Develop, implement, and monitor HR policies, procedures, and standard operating procedures.
• Maintain accurate employee records, personal files, attendance, leave records, and employment documentation.
• Coordinate with departmental heads to ensure effective workforce planning and manpower deployment.
• Monitor employee attendance, punctuality, grooming standards, discipline, and workplace conduct.
• Prepare monthly HR reports, manpower reports, attrition reports, and other management information system (MIS) reports.

2. Recruitment and Talent Acquisition

• Manage end-to-end recruitment for all departments, including Front Office, Housekeeping, Food & Beverage Service, Kitchen, Engineering, Finance, Security, and other operational departments.
• Coordinate with departmental heads to understand manpower requirements and prepare recruitment plans.
• Source suitable candidates through job portals, employee referrals, hospitality institutes, recruitment agencies, and professional networks.
• Conduct initial screening, interviews, reference checks, and coordinate the selection process.
• Ensure timely onboarding, joining formalities, documentation, and induction of new employees.
• Develop recruitment strategies to address staffing challenges, particularly in remote or destination-based resort locations.
• Build a strong talent pipeline to support operational requirements and reduce vacancies and employee turnover.

3. Employee Relations and Engagement

• Maintain positive employee relations and promote a healthy, respectful, and professional workplace culture.
• Address employee grievances, workplace conflicts, disciplinary issues, and complaints fairly and promptly.
• Organise employee engagement activities, celebrations, recognition programmes, and welfare initiatives.
• Conduct regular interactions with employees and departmental heads to understand workplace concerns.
• Promote teamwork, employee satisfaction, retention, and a service-oriented culture.
• Ensure that employee concerns are handled confidentially and in accordance with company policies.

4. Training and Development

• Identify training requirements in coordination with departmental heads.
• Plan and coordinate induction, orientation, behavioural training, and hospitality service standards training.
• Organise training programmes on grooming, guest interaction, communication, workplace discipline, and professional conduct.
• Support departmental training initiatives to improve employee performance and service quality.
• Maintain training records and monitor the effectiveness of training programmes.
• Identify high-potential employees and support their career development.

5. Performance Management

• Coordinate the employee performance appraisal process and ensure timely completion.
• Assist departmental heads in setting performance objectives and evaluating employee performance.
• Monitor probation reviews, confirmation processes, promotions, transfers, and internal movements.
• Identify performance gaps and coordinate improvement plans with the concerned department heads.
• Support succession planning and internal talent development.

6. Payroll, Compensation and Benefits

• Coordinate monthly payroll processing with the Finance Department.
• Verify attendance, overtime, leave adjustments, incentives, salary revisions, and other payroll inputs.
• Ensure timely processing of employee salaries, full and final settlements, and exit-related payments.
• Maintain records relating to employee benefits, salary structures, deductions, and statutory contributions.
• Support manpower budgeting and monitor HR-related expenditure.

7. Statutory Compliance and HR Documentation

• Ensure compliance with applicable labour laws, employment regulations, and statutory requirements.
• Coordinate compliance relating to EPF, ESI, professional tax, gratuity, bonus, minimum wages, and other applicable statutory obligations.
• Maintain statutory registers, employee documentation, employment contracts, and required HR records.
• Coordinate statutory inspections, audits, and documentation with the relevant departments and authorities.
• Ensure implementation of the Prevention of Sexual Harassment (POSH) requirements and workplace safety policies.
• Monitor compliance with company policies, employment terms, and disciplinary procedures.

8. Employee Welfare and Staff Accommodation

• Oversee employee welfare initiatives, staff facilities, and welfare-related activities.
• Coordinate staff accommodation, transportation, meals, uniforms, and other facilities wherever applicable.
• Conduct periodic inspections of staff accommodation and common areas to maintain cleanliness, hygiene, safety, and upkeep.
• Coordinate with the relevant departments to address employee facility-related concerns.
• Promote employee health, safety, well-being, and workplace hygiene.

9. Disciplinary Management and Separation

• Handle disciplinary matters, misconduct cases, warnings, show-cause notices, and investigations in accordance with company policy and applicable law.
• Maintain proper documentation of disciplinary proceedings and corrective actions.
• Manage employee resignations, exit interviews, notice periods, clearance procedures, and full and final settlements.
• Analyse employee turnover and recommend appropriate retention measures.
• Ensure smooth employee separation and proper handover of company property and responsibilities.

10. Management Coordination and Reporting

• Work closely with the General Manager and departmental heads on manpower planning and operational HR requirements.
• Provide regular updates on recruitment status, employee turnover, manpower costs, compliance, and employee engagement.
• Identify HR-related operational challenges and recommend practical solutions.
• Support management in implementing organisational changes, new policies, and operational improvements.
• Ensure that HR practices support guest satisfaction, service quality, and the overall business objectives of the resort.

Qualifications and Experience

• MBA/PGDM in Human Resources or an equivalent postgraduate qualification
• Minimum 5–8 years of relevant HR experience, preferably in the hotel, resort, or luxury hospitality industry.
• Prior experience independently managing the HR function of a resort or hotel is preferred.
• Experience in remote or destination-based hospitality operations will be an advantage.
• Strong knowledge of recruitment, employee relations, payroll coordination, statutory compliance, and HR operations.

Pay: From ₹35,000.00 per month

Benefits:

• Food provided
• Paid sick time
• Paid time off
• Provident Fund

Work Location: In person

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