The centerpiece of the Seaport District’s renaissance is an entirely re-imagined historic Tin Building, featuring a one-of-a-kind Marketplace and entertainment venue operated by renowned chef Jean-Georges Vongerichten.

The Tin Building by Jean Georges will feature multiple unique venues: Several full-service restaurants, fast casual and counter dining outlets as well as 10,000 sf of retail featuring private label products, grab and go, grocery and CPGs. To support this significant operation the Marketplace will feature a large commissary kitchen and bakery, as well as an exhibition kitchen that will provide media opportunities.

The Howard Hughes Corporation, the nationally recognized real estate company overseeing the re-development of New York City’s Seaport District, envisions the repositioning of the property as a magnet for attracting locals and visitors alike with a unique, year-round blend of entertainment, food and retail offerings.

POSITION SUMMARY:

The Director of Human Resources will be accountable for all aspects of HR administration with a strong focus on compensation and benefits, total culture enhancement, talent management, safety, compliance and training & development. This individual must be a skillful leader with the ability to work collaboratively and build consensus in a matrix team environment. Must possess considerable knowledge of management-labor relations; the principles, practices, and procedures of Human Resources Management.

ESSENTIAL JOB RESPONSIBILITIES:

• Maintain consistent practices with company policy/procedures and help drive corporate and regional HR initiatives.
• Prepares and administers the department budget.
• Implements HR policies and procedures that support the Company’s goals and objectives.
• Works with other Human Resources employees and company executives to establish the long-term and short-term strategies of the department.
• Assists executive management in the annual review, preparation and administration of the Company’s wage and salary program.
• Develop processes and tools to measure impact and value of HR initiatives to the organization.
• Collaborates with executive team to craft the company’s vision and mission.
• Hires, guides and evaluates the work of HR employees.
• Decides and acts on initiatives for equal opportunity, diversity etc.
• Assumes responsibility of labor and employee relations.
• Assists management in hiring, training, scheduling, evaluating, counseling, disciplining, and motivating and coaching employees.
• Ensures open positions are advertised in appropriate venues to attract a diverse candidate pool. Ensures the open position listing is in a visible location for both internal and external candidates.
• Works with HR team to establish and maintain contact with external recruitment sources (e.g., state job service, local colleges, recruiting agencies, and community based organizations).
• Networks with peers to source candidates for current or future openings.
• Facilitates transfers and promotions.
• Oversees the selection and offer processes for management and hourly employees to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection are documented, applicants receive status notifications).
• Partners with department managers and recruiting professionals to recruit positions, make hiring decisions and negotiate job offers in accordance with SOPs.
• Ensures that department has the available resources on hand to administer employee benefits.
• Educates HR team on the various types of benefits available and eligibility requirements.
• Provides an overview of employee benefits to the management team enabling them to educate their employees and answer routine questions.
• Ensures compliance with key policies (e.g., Sexual Harassment, Non-Harassment, Non- Discrimination, No Solicitation).
• Ensures interviews are conducted according to recommended guidelines, consistent screening criteria is used, and only job-related questions are asked.
• Ensures wages are paid in accordance with Standard Operating Procedures and federal and state laws (e.g., employee pay for meeting attendance, wages limited to maximum rate of pay, entry level rates paid to new hires, overtime provisions in place, separation pay).
• Establish “Open Door Policy” with employees to ensure the atmosphere is one of management involvement.
• Ensures effective employee communication channels are established and active in.
• Develops and implements comprehensive staffing strategies that attract and retain the best talent in the industry. Partner with leadership with ensure an effective and on-going workforce planning strategy is in place.
• Diagnose and recommend solutions that impact leadership development, employee relations, retention, and organization structure, interpreting, communicating and ensuring consistent application of company guidelines and procedures.
• Investigates problems, such as: working conditions, disciplinary actions, and employee and applicant appeals and grievances. According to circumstances, provides guidance and recommendations for problem resolution to departmental officials and individuals.
• Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
• Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
• Consults with legal counsel as appropriate, and/or as directed the executive team on personnel matters.
• Analyzes accident trends and reports these trends to the executive team.
• Follows all company and safety and security policies and procedures; ensures timely reporting of accidents, injuries, and unsafe work conditions to insurance as well as managers/chefs.
• Oversees the management of Workers Compensation claims to ensure appropriate employee care and costs management.
• Acts as key ambassador of safety; not limited to a safe work environment and public health hazards such as COVID-19.
• Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
• Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
• Maintains knowledge of industry trends and employment legislation and ensures the Company’s compliance.
• Participates on committees and special projects and seeks additional responsibilities.
• Researches information and analyzes data to arrive at valid conclusions, recommendations, and plans of action.
• Prepares comprehensive reports and represent ideas clearly and concisely, both orally and in writing.
• Maintains confidentiality of proprietary information.
• Speaks with others using clear and professional language; answer telephones and emails using appropriate etiquette.
• Exercises considerable judgment and discretion in establishing and maintaining good working relationships.
• Performs other duties as assigned.

KNOWLEDGE, EXPERIENCE AND SKILLS:

• 7+ years Human Resources management experience preferably in hospitality operations.
• Payroll oversight experience preferred.
• Knowledge of EEO/AA policies, wage and hour regulations, laws and requirements involving interviewing and hiring, Title VII, HIPPA, ERISA, COBRA, ADA and FMLA.
• Excellent interpersonal skills.
• Highly motivated and high energy.
• Work with little supervision.
• Interact effectively as part of a team.
• Handle a dynamic work environment with competing priorities.
• A team player who has the ability to multi-task and is self-directed.
• Excellent verbal and written communication skills.
• Build positive working relationships with employees at all levels within the organization.
• Exercise sound judgment when making decisions.
• Good problem solver/creative thinker.
• “Can-do” attitude, pro-active and resourceful.
• Proficient with MS Office, MS Project and Outlook applications.

EDUCATION, CERTIFICATIONS AND LICENSES:

• Bachelor’s Degree in related field required.
• PHR/SPHR Certification.
• Master’s Degree preferred.

PHYSICAL REQUIREMENTS:

• Ability to perform the essential job functions consistent safely and successfully with the ADA, FMLA and other federal, state, and local standards, including meeting qualitative and/or quantitative productivity standards.
• Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state, and local standards
• Ability to stand for prolong periods of time.
• Moving about on foot to accomplish tasks, particularly frequent movements from place to place within the property. Bend, lift, carry, reach/extend arms, and hands above shoulder height frequently, or otherwise move in a constantly changing environment.
• Climbing steps regularly.

The base pay range for this position is a salary range of  $160,000 - $175,000 per year.  The determination of what a specific employee in this job classification is paid within the range depends on a number of factors, including, but not limited to, prior employment history/job-related knowledge, qualifications and skills, etc.

Creative Culinary Management is an equal opportunity employer.