Human Resources Consultant — Hybrid, Monthly Retainer
Position Summary:
We are seeking an experienced Human Resources Consultant to provide ongoing HR support to our General Manager and hotel operations team. This is a hybrid consulting role performed primarily remotely, with scheduled onsite visits as needed.
The consultant will be responsible for strengthening our hiring, onboarding, employee training, performance management, documentation, and compliance processes. The ideal candidate will be practical, responsive, organized, and comfortable working directly with hotel management and hourly employees.
Engagement Structure
- Independent contractor or consulting arrangement
- Monthly retainer
- Approximately 10–20 hours per month, depending on operational needs
- Combination of remote support and scheduled onsite visits
- Availability for time-sensitive employee-relations matters
- Monthly activity and recommendation report provided to ownership and the General Manager
Key Responsibilities
- Prepare and update job descriptions and employment advertisements.
- Post open positions and identify appropriate recruiting channels.
- Screen applications and conduct initial candidate interviews.
- Coordinate interviews setup with the General Manager.
- Assist with reference checks, and pre-employment documentation.
- Help management develop a reliable pipeline of qualified candidates.
Employee Onboarding
- Establish and maintain a consistent onboarding process.
- Prepare new-hire paperwork, checklists, policies, and orientation materials.
- Confirm that required employment documents are completed and properly maintained.
- Coordinate orientation and departmental training with the General Manager and supervisors.
- Conduct follow-up reviews with new employees during their introductory period.
Training and Development
- Identify training needs for front desk, housekeeping, maintenance, and management employees.
- Help develop practical training materials, checklists, and standard operating procedures.
- Train supervisors on employee communication, documentation, coaching, and disciplinary procedures.
- Support the General Manager in improving employee accountability and service standards.
- Track required and completed employee training.
Performance Management
- Develop and administer employee performance-review procedures.
- Assist the General Manager with introductory, periodic, and annual performance reviews.
- Help establish clear performance expectations and measurable goals.
- Coach managers on providing constructive feedback and documenting performance concerns.
- Assist with performance-improvement plans, written warnings, and corrective-action procedures.
- Help ensure that employee issues are handled consistently and professionally.
Employee Relations
- Serve as an HR resource for the General Manager and department supervisors.
- Assist with employee complaints, attendance problems, workplace conflicts, and policy violations.
- Conduct or support workplace investigations when necessary.
- Recommend appropriate and consistent corrective action.
- Help management address employee concerns before they become larger operational or legal issues.
- Participate in sensitive employee meetings when requested.
HR Compliance and Documentation
- Review existing employment policies, handbooks, forms, and personnel-file practices.
- Help maintain compliance with applicable federal, state, and local employment requirements.
- Monitor required workplace postings and employee notices.
- Review employee classifications, meal and rest-break practices, timekeeping, attendance, and leave procedures.
- Maintain organized and confidential HR records.
- Inform ownership and management when specialized employment-law advice should be obtained from legal counsel.
Ongoing Management Support
- Meet with the General Manager regularly to review staffing, performance, training, and employee-relations matters.
- Provide practical guidance before employment decisions are made.
- Help management improve employee retention, communication, morale, and accountability.
- Review turnover, absenteeism, vacancies, disciplinary actions, and training completion.
- Provide ownership with a concise monthly summary of HR activity, risks, unresolved issues, and recommended actions.
Initial Priorities
During the first 60–90 days, the consultant will be expected to:
- Review current HR policies, personnel files, forms, and practices.
- Identify immediate compliance, documentation, and employee-relations risks.
- Standardize the hiring and onboarding process.
- Establish performance-review and corrective-action procedures.
- Create a practical training plan for managers and employees.
- Develop a recurring HR meeting schedule with the General Manager.
- Submit a prioritized HR improvement plan to ownership.
Qualifications
- At least five years of progressive human resources experience.
- Prior experience as an HR consultant, HR manager, HR generalist, or employee-relations professional.
- Strong knowledge of recruiting, onboarding, training, performance management, employee relations, and HR documentation.
- Familiarity with wage-and-hour, leave, anti-harassment, and workplace compliance requirements.
- Ability to provide practical guidance in a fast-paced operating environment.
- Strong written communication, judgment, discretion, and organizational skills.
- Ability to manage sensitive and confidential employee information.
- Hospitality, hotel, restaurant, retail, or other hourly-workforce experience is strongly preferred.
- SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable professional certification is preferred.
Success Measures
The consultant’s effectiveness will be evaluated based on:
- Timely filling of open positions.
- Completion and consistency of employee onboarding.
- Quality and completion of employee training.
- Timely performance reviews and introductory evaluations.
- Proper documentation of employee issues and corrective actions.
- Reduction in preventable turnover and recurring employee problems.
- Responsiveness to the General Manager.
- Improved consistency, compliance, and accountability across hotel operations.
Proposal Requirements
Interested consultants should provide:
- A résumé or professional profile.
- A summary of relevant HR and hospitality experience.
- Proposed monthly retainer and included hours.
- Hourly rate for services beyond the monthly retainer.
- Proposed frequency of onsite visits.
- Availability for urgent employee-relations matters.
- At least two professional references
Pay: From $500.00 per month
Work Location: In person
