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.

Associate Relations & Investigations

• 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.

Recruitment, Hiring & Onboarding

• 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.

Training & Compliance

• 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.

Benefits, Leave Administration & HR Support

• 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.

HRIS, Payroll Support & Reporting (UKG or Similar)

• 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.).

Engagement, Recognition & Communications

• 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.

Qualifications

• 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.

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

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

Core Competencies

• 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

Work Environment & Physical Requirements

• Combination of office and operational floor presence; frequent interaction with associates across departments.
• Ability to sit/stand/walk for extended periods; occasional lifting up to 25 lbs.
• Flexible schedule may be required, including occasional evenings/weekends based on business needs, investigations, and events.

Equal Opportunity Employer

Crescent Hotels & Resorts and Hilton Phoenix Resort at the Peak are Equal Opportunity Employers and are committed to creating an inclusive environment for all associates.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.