People and Culture Manager

Description Essential Functions & Key Responsibilities Union & Labor Relations Support

• Support administration of the Collective Bargaining Agreement (CBA) and provide guidance to leaders on interpretation and consistent application (seniority, scheduling, postings/bids, wages, discipline, grievances, leave provisions, etc.).
• Assist with union-related matters including meeting preparation, documentation, responses, and follow-through for grievances and discipline in partnership with the Director of People & Culture.
• Maintain organized labor relations files, case documentation, and timelines; ensure confidentiality and consistency.
• Participate in labor-management meetings as assigned and support effects bargaining preparation when business changes impact bargaining unit work.

• Serve as a point of contact for associate concerns; promote a respectful, inclusive, and service-driven culture.
• Conduct and document investigations into workplace concerns (policy violations, harassment, safety incidents, guest complaints involving associates, timekeeping issues, etc.) and provide recommendations to the Director of People & Culture.
• Coach leaders on performance management and corrective action practices to ensure fairness, compliance, and alignment with the CBA and Crescent standards.
• Support conflict resolution, mediation, and follow-up action plans to improve team performance and morale.

• Manage the recruitment lifecycle for assigned departments: postings, sourcing, screening, interview coordination, reference checks, and hiring recommendations.
• Coordinate offer letters and pre-employment requirements (background checks, onboarding tasks, I-9/E-Verify as applicable).
• Support orientation and onboarding to ensure a consistent new hire experience and required union-related steps (where applicable).
• Partner with leaders to maintain staffing plans to support seasonality, business levels, and operational changes.

• Support training compliance for Crescent/Hilton standards and required regulatory training (harassment prevention, safety, brand/service training, food safety awareness as applicable).
• Track completion, communicate deadlines, and partner with leaders to close training gaps.
• Maintain policy acknowledgements and HR compliance documentation (appearance standards, handbook acknowledgements, required postings, etc.).
• Assist in audits and ensure HR practices align with federal, state (Arizona), and local employment requirements.

• Provide front-line support for benefits questions, eligibility, and vendor navigation; coordinate open enrollment support with corporate partners.
• Assist with leave administration processes (FMLA/ADA coordination, personal leaves, return-to-work documentation) and maintain accurate records.
• Support workers’ compensation reporting, documentation, and coordination with Safety/Operations and corporate resources.

• Maintain accurate HRIS records including job changes, reporting relationships, wage updates, employee status changes, and documentation tracking.
• Partner with Payroll/Finance on pay practice questions, timekeeping issues, corrections, and processing deadlines.
• Prepare and distribute People & Culture reports as requested (turnover, open positions, training completion, attendance trends, headcount, etc.).

• Plan and execute associate engagement and recognition initiatives (celebrations, communication boards, service awards, events, surveys, listening sessions).
• Support consistent communication with leaders and associates regarding policy updates, benefits information, and important deadlines.

• 3–5 years of progressive HR/People & Culture experience; hospitality and/or resort experience strongly preferred.
• Experience supporting a unionized environment and working knowledge of CBA administration strongly preferred.
• Working knowledge of HR compliance, investigations, corrective action, and documentation standards.
• Proficiency with HRIS/timekeeping systems (e.g.,
  UKG
  ) and Microsoft Office (especially Word, Excel, Outlook).
• Strong interpersonal and communication skills with the ability to influence, de-escalate conflict, and build trust across all levels.
• High level of professionalism, discretion, confidentiality, and follow-through.
• Bilingual (English/Spanish) is a plus.

Bachelor’s degree in HR, Business, or related field preferred (or equivalent experience).

SHRM-CP/SHRM-SCP, PHR/SPHR preferred.

• Labor contract awareness and consistent application
• Investigations and documentation excellence
• Coaching and leader support
• Organization, time management, and attention to detail
• Service mindset and cultural leadership
• Sound judgment, confidentiality, and integrity

• Combination of office and operational floor presence; frequent…