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Human Resources Manager

Grand Pacific Resorts

Carlsbad, California 92008
Job Type:
Job Status:
Full Time
1st Shift
  • Compensation
  • EEO/Affirmative Action
  • Employee Relations
  • Labor/Industrial Relations
Grand Pacific Resorts
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Job Details


Relating to people with ease is first nature to you. Associates from line level to general managers seek your counsel because you're trustworthy, solution-minded, and knowledgeable. You maneuver conflict into problem solving and have a proven record of achieving People & Culture department goals.


The HR Manager supports the culture, core purpose and values of Grand Pacific Resorts by managing the overall administration, coordination and evaluation of the human resource function for all resorts with special emphasis on employee relations, coaching and counseling, labor law & compliance, and onboarding & retention programs.



The HR Manager provides support and guidance to associates and managers as needed on a daily basis. This role bridges management and employee relations by addressing demands, grievances or other issues and provides resort associates and leadership support with retention and onboarding programs while overseeing multi-resort compliance with Company, State and Federal guidelines.



HR Compliance

  • Develops, recommends and implements personnel policies and procedures; prepares and maintains handbook on policies and procedures.
  • Ensures compliance with all federal, state and local employment laws.Ensures that associate files are set up and maintained in accordance with company standard and government regulations
    • Revise any and all HR policies to be in compliance with changing or new legislation
    • Ensure statutory training requirements are met
  • Maintains confidentiality and security of associate and property records, files, and information
  • Maintains and expands knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management
  • Assists Director of People & Culture with specialized projects, including research, data compilation, recommendations for action, etc.
  • Conducts Human Resources internal audits to ensure compliance
  • Ensures that federal, state and local laws and requirements are posted


Employee Relations

  • Serves as the first point of contact for associate relations support in person, on the phone, and email
  • Collaborates and provides guidance and assistance to employees
  • Serves as a resource for performance issues and coaching documentation; escalate issues as appropriate
  • Communicates with employees to keep them informed on Human Resources, resort, and corporate procedures, policies, programs and guidelines
  • Responds to questions, requests, and concerns from employees and management regarding these procedures, policies, programs and guidelines
  • Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
  • Informs of and collaborates on issues related to employee relations within an resort to the Director of People & Culture
  • Develop "Stage One" SOP's for the properties on all HR policies and procedures
  • Oversee the coaching and counseling program at all Resorts, and participate in the training of managers to do coaching and counseling
  • Ensure compliance state mandated harassment prevention programs are conducted on a monthly basis locally and as needed at remote locations
  • Implement Culture of Two-Way Communication.  Identify, lead, train and mentor resort/location Culture Champions to ensure company People & Culture programs and initiatives are rolled out simultaneously, continue to have a live and energetic presence at each location
    • Work closely with the Culture Champions on the cultural ambassador programs; i.e. BE EPIC Beat, GPR Listens, dinners with Co-President, etc.
    • Promote pathways of communications between all staff and management levels
    • Work closely with property managers offering guidance on how HR decisions will affect business
    • Perform the role of an ombudsman interacting with the associates at the resorts. Allow for associates to surface issues of concern that may be addressed in a timely manner
    • Conduct investigations when matters of concern are brought to the attention of Human Resources
    • Communicate results of investigations to upper management, document to investigative file, and respond in writing to complainant within a reasonably prescribed time frame, keeping complainant abreast of on-going progress of investigation at all times
    • Conduct exit interviews for all departing managers and supervisors



  • Collaborate with resort managers on associate engagement and onboarding
  • Assist in the development and implementation of various associate relations programs
  • Promote a work environment where associates are given the opportunity to contribute to their full potential
  • Assist with ensuring that internal communication is in alignment with Grand Pacific Resorts BE EPIC culture
  • Participate and provides guidance on associate committees to ensure culture is alive and supported



  • Create, maintain and coordinate Resort service training programs to provide manager/supervisory development and comply with written existing SOP's by traveling to each Resort location as required on an established timeline in partnership of Director of People & Culture and Learning & Development Manager
  • Manage and Ensure Annual Associate Engagement Surveys are conducted Annually update the compensation program; rewrites job descriptions as necessary and receives final approval from Director of People & Culture; conducts annual salary surveys and analyzes compensation.
    • Assist with Management Action Plans
    • Monitor plans throughout the year for relevancy



  • Proven leadership and coaching skills with a track record of developing highly motivated and cross trained group leaders
  • Monitor onboarding to ensure it is being done to the highest standards and are in compliance
    • Establish best practices and programs to create a unique arrival process for new team members (example BE EPIC Starter Kit)
  • Conduct 'New Hire' training for all appropriate managers
    • Conduct monthly comprehensive new hire orientation



  • 5-7+ years of previous Human Resources experience with emphasis in employee and labor relations
  • Bachelor's degree in Human Resources or related field (PHR or SPHR certification and equivalent experience may also be considered)
  • English language proficiency required (written, spoken, understanding), as well as bilingual in Spanish (written, spoken, understanding)
  • Extensive knowledge of applicable states and federal employment and labor laws and governmental compliance requirements.
  • Proven track record of counseling managers and employees on a variety of issues
  • Excellent interpersonal skills, with the ability to build trust and confidence with employees, managers, and staff
  • Excellent communication skills, both written and verbal
  • Excellent organizational, planning and time management skills
  • Strong computer skills including intermediate or above knowledge of Microsoft Office programs


Other Requirements

  • The work requires light physical exertion with long periods of sitting, occasional standing and walking; limited bending, crouching, stooping, stretching, reaching, or similar activities; occasional lifting/moving of items up to 25 pounds
  • Ability to travel to multiple locations throughout CA and Hawaii


Work Approach Attributes

  • Demonstrates vertical flexibility - Ability to shift focus from big picture to "getting things done" as necessary
  • Genuine style - Authentic personality and approachable
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