Human Resource Clerk

Description

POSITION OVERVIEW:

This position maintains records of all associates, maintains compliance and assists with other administrative clerical duties. This position supports the entire Human Resources Department.

ESSENTIAL JOB FUNCTIONS:

• Ensure associate files, and I9’s are audited regularly for proper certifications on all required trainings such as Serve Safe, TIPS, Safety trainings, including monthly orientation and upload certificates into Ultipro
• Archive terminated files.
• Ensure all new hire 6 part files are created and organized accordingly to Crescent Standards.
• Ensure all administrative filing is completed weekly for Human Resources department.
• Reviews and maintains compliance for documentation with Marriott & Crescent standards and obtain missing paperwork from associates and file and upload accordingly into Ultipro-UKG.
• Assists putting together new hire packets and orientation packets.
• Assists with reference checks on all new hires.
• Create or update Human Resource bulletin boards and other posting locations as needed.

• Ensure front desk is aware of birthdays/anniversaries monthly for Downtown Daily
• Assist with associate team events and recognition, as needed, e.g. Rising Star program, Anniversary Awards program, hotel brand required meetings, etc.

• Understand brand specific and Crescent audit requirements.
• Maintain confidentiality at all times.

SKILLS AND ABILITIES:

Must have the ability to communicate in English. Self-starting personality with an even disposition. Maintain a professional appearance and manner at all times. Ability to verbally communicate effectively with guests and co-workers. Must be willing to "pitch-in" and help co- workers with their job duties and be a team player.

We are an equal opportunity employer

Qualifications

Experience working in an office setting required. Experience working in Human Resources preferred.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)