Human Resources Manager, Hospitality

Location: Onsite – Kohler, WI

Opportunity

The HR Manager is a trusted advisor and advocate for employees within Kohler’s Hospitality business and is responsible for managing and executing a full range of HR functions driving business and employee success. This position serves as an operational partner providing expertise in talent management, compliance, employee relations and HR operations, owning initiatives that support engagement, retention, and HR value creation. Additionally, the HR Manager has the critical responsibility of partnering with leadership to execute various projects and business initiatives with a people-first mindset, thoughtfully embedding employee impact, communication effectiveness, and change readiness into project plans and implementation. As a key member of HR team, the HR Manager also partners with HR Leadership to foster collaboration, knowledge sharing, and alignment across HR functions to build a cohesive, service-oriented HR culture that supports team and business success.

Specific Responsibilities

• Participate and contribute to business operational and planning meetings to gain insight into associated business and strategic plans. Lead the development of Human Resource plans and actions to best align talent to achieve the business goals.
• Establish a strong presence in designated business units to provide hands-on support and serve as a liaison to Enterprise functions and COEs. Establish and maintain relationships with business leadership to build trust, foster transparency, maintain open and honest two-way communication, and collaboration.
• Serve as a key partner to driving the employee engagement process, including deployment of engagement surveys, review of results and partnering with assigned leaders on the planning and execution of key initiatives to drive overall business unit engagement.
• Execute talent management strategies, including recruitment, onboarding, performance management, and employee development partnering with key stakeholders to implement agreed outcomes.
• Support in organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change by guiding and directing organizational design, development, and change management solutions.
• Lead through various HR initiatives including but not limited to: HR processes, procedures, and employment law. Frequently act in the role of mentor for HR team members and operational leadership teams.
• Counsel on complex employee relations issues for business units and partner with leaders to execute root cause analyses to address and mitigate future concerns.
• Responsible for all necessary regulatory compliance and risk management issues in accordance with geographic regulations.
• Guide leadership on individual HR issues, performance problems, terminations, promotions, position creation, job content, job description development and ACTs.
• Assist in the talent review process and formulation of associate development plans, identify critical positions and develop succession strategies for those positions. Recommend and implement developmental assignments for selected associates to ensure appropriate development of internal successors, and nurturing of high potential employees.
• Support in organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture. Acts as a catalyst for change by guiding and directing organizational design, development, and change management solutions.
• Develop robust talent management plans for associated groups and drive change initiatives by partnering with site managers to attract, retain, develop and engage talent in critical roles. Align with leadership to facilitate development opportunities and create strategies to retain high performing talent.
• Keep informed of local market and competitive trends and in partnership with Talent Acquisition team, leverage these insights to develop appropriate HR strategies and solutions.
• Support and participate in the execution of the hiring process by serving as a liaison between hiring partners, hiring managers and COEs to facilitate key. With strong talent assessment skills, guide leaders and provide recommendations to ensure the best possible candidates are selected.
• Leverage data through HR systems, tools or dashboards to understand and proactively handle issues such as turnover, organizational spans of control and layers, and similar indicators. Establish key tracking with metrics and historical data to monitor the merits of talent management initiatives over time.
• All other duties as assigned by the Manager-HR, Hospitality or Sr Dir-HR, Hospitality.