Note: The job is a remote job and is open to candidates in USA. J&P Hospitality Management operates a national hotel portfolio and partners with field leadership to support people and business performance. The Human Resources Business Partner will advise and coach operational leaders, manage employee relations and compliance matters, support talent acquisition and succession planning, and strengthen accountability and workplace culture across multi-unit operations.
Responsibilities
- Serve as the Human Resources Business Partner for an assigned portfolio of hotel operations, building strong working relationships with field leadership
- Partner with Divisional Vice Presidents, Area Managers, and General Managers to support business priorities, workforce needs, retention efforts, and leadership effectiveness
- Provide practical guidance on team structure, performance concerns, employee engagement, workforce planning, and leadership challenges
- Help leaders make sound people decisions that balance business needs, employee experience, legal compliance, and company expectations
- Identify recurring issues, operational challenges, and opportunities for improvement across assigned markets
- Support organizational changes, leadership transitions, hotel transitions, restructures, and other business-driven change efforts
- Lead employee relations matters across assigned divisions, including workplace concerns, complaints, investigations, conflict resolution, and performance-related issues
- Conduct timely, thorough, and well-documented investigations involving employee complaints, policy concerns, misconduct allegations, and other workplace matters
- Coach leaders on corrective action, documentation, performance management, policy interpretation, and appropriate issue resolution
- Partner with operational leaders on personnel actions across assigned operations, including hiring decisions, promotions, transfers, corrective action, performance management, suspensions, terminations, and related documentation
- Escalate serious employee relations, compliance, safety, legal, or reputational matters in accordance with company expectations
- Partner with leadership and peers to ensure fair, consistent, and legally compliant application of company policies and employment practices
- Maintain strong working knowledge of applicable federal, state, and local employment laws and identify potential risks before they become larger issues
- Support unemployment claims management for assigned operations, including documentation review, claim response coordination, and participation in hearings as needed
- Lead full-cycle recruitment for assigned field leadership positions, including Area Managers, Operations Excellence Managers, General Managers, Special Operations Managers, and other designated roles
- Partner with operational leaders to improve hiring quality through strong candidate assessment, disciplined interview practices, and sound selection decisions
- Support onboarding and integration of assigned field leaders to help drive early success and alignment with company expectations
- Drive bench planning, succession planning, and internal talent development discussions across assigned operations
- Identify leadership gaps and partner with operational leadership on development planning
- Support staffing, talent assessment, and onboarding needs during hotel openings, transitions, and acquisitions
- Maintain visible partnership with assigned operations through regular market engagement, hotel visits, climate assessments, and direct interaction with leaders and employees
- Provide direct support during urgent or complex operational situations requiring HR involvement
- Support leadership changes and stabilization efforts as needed
- Respond with urgency and sound judgment when business needs require timely HR support
- Balance long-term priorities with day-to-day operational demands in a fast-moving environment
- Serve as a trusted coach to field leaders, helping strengthen leadership judgment, accountability, communication, documentation quality, and decision-making
- Reinforce company leadership expectations and promote consistency in how leaders manage performance, accountability, and team culture
- Partner with leaders to improve team effectiveness, workplace culture, and employee engagement
- Drive follow-through on action plans and leadership expectations
- Identify opportunities to strengthen leadership capability, improve consistency, and reduce recurring people challenges
- Maintain accurate, timely, and professional documentation related to investigations, employee relations matters, leadership actions, and other HR activity
- Maintain required HR trackers, case documentation, and reporting in accordance with departmental expectations
- Provide timely visibility into significant employee relations, operational, compliance, or leadership concerns
- Partner with Payroll, HRIS, Training and Development, Corporate HR, Operations, and other internal stakeholders to support business priorities
- Participate in HR team meetings, operational meetings, talent reviews, and special projects as assigned
Skills
- Equivalent combination of relevant education, professional certification, and demonstrated Human Resources experience may be considered in lieu of a degree
- 5+ years of progressive Human Resources experience, including strong experience in employee relations, investigations, recruiting, leadership coaching, compliance, and performance management
- Prior Human Resources Business Partner experience supporting multi-site operations required
- Demonstrated success building trusted partnerships with operational leaders and influencing sound business decisions
- Strong working knowledge of federal, state, and local employment laws and HR best practices
- Strong judgment, professionalism, discretion, and the ability to appropriately manage sensitive and confidential matters
- Excellent verbal, written, coaching, facilitation, and presentation skills
- Strong organizational skills with the ability to manage competing priorities in a fast-paced environment
- Proficiency with Microsoft Office Suite and HR technology platforms, including HRIS, ATS, and case management or issue tracking systems
- Must reside within reasonable access to a major commercial airport within the continental United States
- Ability to travel up to 10%, based on business needs, including occasional travel with limited advance notice and overnight stays
- Must be reasonably available to support business needs, including occasional evenings, weekends, holidays, and urgent employee relations matters
- Must possess and maintain a valid driver's license and Real-ID compliant identification for business travel
- Must maintain a professional presence and demeanor appropriate for interaction with employees, leaders, ownership groups, and external stakeholders
- Prolonged periods of computer use, virtual meetings, and phone-based communication
- Ability to travel by automobile and commercial airline
- Occasional lifting up to 25 pounds related to travel, meetings, or business events
- Must be able to perform the essential functions of the position, with or without reasonable accommodation
- Bachelor's degree in Human Resources, Business Administration, or a related field preferred
- SPHR, SHRM-SCP, PHR, or SHRM-CP certification preferred
- Experience supporting hospitality, hotel, restaurant, retail, service, or similarly fast-paced multi-location environments strongly preferred
- Experience supporting organizational change, leadership transitions, or operational transformation preferred
Benefits
- Fully Remote Position
- Comprehensive benefits package
Company Overview