Area Human Resources Manager ("Gerente de Area de… at Azul… · Detroit

Azul Hospitality is seeking a strategic, people-focused Area Human Resources Manager to partner with business leaders, support multiple locations, and drive HR initiatives that strengthen organizational performance and elevate the employee experience.

This role is an exciting opportunity for an HR professional who thrives in a dynamic, multi-location environment and is passionate about talent development, employee engagement, leadership partnership, and building a positive, high-performing workplace culture. The ideal candidate combines strong HR expertise with sound business judgment, a hands-on approach, and the ability to translate people strategies into meaningful business results.

If you are a collaborative HR leader who enjoys developing talent, coaching leaders, navigating complex employee relations matters, and making a measurable difference across an organization, we invite you to explore this opportunity and join our team.

About Azul Hospitality Group

Azul Hospitality Group is an award-winning hotel management company known for its people-first culture, operational excellence, and strong partnerships with leading global brands including Marriott, Hilton, Hyatt, and IHG. Azul is widely respected for developing talented leaders, fostering innovation, and creating memorable guest experiences. The company offers a collaborative environment where leaders are empowered to make decisions, drive performance, and grow professionally.

What Azul Offers?

• A Culture Built on Trust – We believe in empowering our people, fostering open communication, and building relationships grounded in mutual respect, honesty, and accountability.
• Work with Recognized Hospitality Brands – Gain valuable experience in a professional hospitality environment.
• Competitive Pay and Incentives – Enjoy competitive compensation and performance-based rewards.
• Comprehensive Employee Benefits – Access a benefits package designed to support your well-being.
• Career Growth Opportunities – Develop your skills and explore opportunities for advancement within our growing hospitality organization.
• Supportive Team Culture – Be part of a collaborative environment that fosters camaraderie, promotes teamwork, inspires innovation, and celebrates everyone's contributions.

Apply today and take the next step in your career with us!

Azul Hospitality Group is an equal opportunity employer dedicated to fostering a diverse and inclusive work environment.

POSITION PURPOSE

The Area Human Resources Manager serves as an extension of the Corporate Human Resources department, providing hands-on human resources support and guidance to hotel properties and on-property leadership throughout the Detroit area. This role partners with hotel leaders to foster a positive, productive, and engaging work environment while ensuring the consistent implementation of company HR policies, programs, initiatives, and Core Values across the assigned portfolio.

Responsibilities include supporting and coordinating day-to-day HR functions, including talent acquisition, onboarding, employee relations, benefits administration, training and development, performance management, HR audits, and compliance with applicable employment laws and company policies. The Area Human Resources Manager serves as a trusted resource to property leaders and team members, helping address HR-related needs, strengthen employee engagement and retention, and support effective hotel operations.

Working in partnership with the Corporate Human Resources department, this role supports the implementation of company-wide HR initiatives at the property level while helping ensure alignment between individual property needs and broader organizational goals.

ESSENTIAL RESPONSIBILITIES

Human Resources Administration and Corporate Alignment

• Serve as an extension of the Corporate Human Resources department, providing HR guidance and operational support to all assigned Detroit-area properties.
• Implement corporate HR policies, programs, procedures, and initiatives across assigned properties, ensuring consistency with company standards and organizational objectives.
• Develop, recommend, and implement property-level HR processes — including onboarding and HR systems use — that improve efficiency, consistency, compliance, and the team member experience, with required corporate approvals.
• Maintain accurate, complete, and timely personnel files, employment records, and HR system data (including Paycom) in accordance with company standards and applicable federal, state, and local laws.
• Maintain and update job descriptions, documenting revisions and approvals.
• Prepare required HR, labor, and productivity reports, documentation, and administrative tasks accurately and within established deadlines.

Talent Acquisition, Onboarding, and Talent Services

• Partner with General Managers and department heads to identify staffing needs, coordinate recruitment, evaluate candidates, and provide hiring recommendations.
• Prepare and place recruitment advertisements through appropriate channels in accordance with equal employment opportunity requirements and company guidelines.
• Coordinate and oversee onboarding across all assigned properties — ensuring pre-employment documentation, background screenings, reference checks, and hiring forms are completed, and monitoring onboarding completion — to provide a consistent, positive experience for new team members.
• Coordinate and facilitate new team member orientation, including property familiarization, company policies, standard operating procedures, benefits information, and required training.

Benefits Administration and Employee Relations

• Administer team member benefit and insurance programs in accordance with company policies and procedures.
• Serve as the primary resource to team members and managers on the Team Member Handbook, HR policies, benefits, onboarding, workplace concerns, and employment-related matters.
• Promptly escalate allegations of misconduct, harassment, discrimination, retaliation, or other significant workplace concerns to Corporate Human Resources and follow established reporting and investigation protocols.
• Coordinate, track, and document requests related to FMLA, ADA accommodations, pregnancy-related accommodations and leave, temporary disability benefits, and other applicable requirements in Paycom, in partnership with Corporate Benefits; communicate relevant updates to Corporate Human Resources and the appropriate General Manager.
• Assist with workers' compensation documentation and claim coordination as needed.
• Maintain positive working relationships with team members, managers, and leadership while addressing employee relations concerns appropriately.

HR Systems, Timekeeping, and Performance Management

• Oversee the use of Paycom at assigned properties and assist team members and managers with the employee self-service module.
• Monitor, audit, and support timekeeping and attendance processes, partnering with property leadership to resolve discrepancies and promote accurate time reporting.
• Coordinate performance appraisals for hourly and management-level team members through Paycom, monitor completion, and follow up with department heads on outstanding evaluations.

Training, Communication, and Team Member Engagement

• Partner with General Managers and department heads to coordinate training and development initiatives, address training gaps, communicate program updates, and ensure required training is completed and documented.
• Monitor and support completion of the company's safety training program across all assigned Detroit-area properties, ensuring adherence to established standards, schedules, and regulatory requirements.
• Escalate significant or unresolved training compliance issues to the Regional Vice President, Corporate Human Resources, and appropriate property management.
• Maintain team member communication boards and assist with monthly newsletters and other internal communications.
• Monitor team member activities and engagement programs, recommending improvements as appropriate.
• Promote the company's Core Values and foster a positive, respectful, and engaging workplace culture.

Property Leadership and Operational Support

• Attend operations, leadership, departmental, and other required meetings; document key discussions, track action items, and follow up on assigned responsibilities.
• Provide operational assistance to other properties within the portfolio as business needs require.
• Serve as Manager on Duty (MOD) when needed or assigned, providing operational oversight and supporting property-wide coordination, service standards, and operating procedures.

Professional Competencies and Performance Expectations

• Demonstrate strong organizational skills, attention to detail, accuracy, and the ability to manage competing priorities across multiple properties.
• Exercise sound judgment, discretion, and confidentiality when handling personnel records, employee concerns, and sensitive business matters.
• Work independently while communicating and collaborating effectively with Corporate Human Resources, General Managers, and on-property leadership.
• Follow established corporate policies, processes, and approval requirements in all HR activities.
• Stay informed of HR practices, employment requirements, and training standards, recommending improvements that enhance efficiency, compliance, and service quality.
• Complete responsibilities, priorities, and projects in a timely and professional manner, demonstrating accountability, punctuality, and adherence to company policies.
• All other duties assigned by manager or supervisor.

SUPPORTIVE FUNCTIONS

In addition to performance of the essential functions, this position may be required to perform a combination of the following supportive functions, with the percentage of time performing each function to be solely determined by the manager based upon the particular requirements of the hotel:

• Assist with any guest inquiry.
• Follow all company and safety and security policies and procedures.
• Perform all other duties as assigned by Azul Vice President and corporate Human Resources team and ownership.

PHYSICAL DEMANDS

• Environmental conditions are inside, a job is considered “inside” if staff spends approximately 75 percent or more of the time inside. Temperature is moderate and controlled by hotel environmental systems.
• Must be able to sit at a desk for up to four (8) hours per day. Walking and standing are required the rest of the working day. Length of time of these tasks may vary from day to day and task to task.
• Must be able to stand and exert well-paced mobility for up to four (4) hours in length.
• Must be able to exert well-paced ability to maneuver between functions occurring simultaneously.
• Must be able to exert well-paced ability in limited space and to reach other departments of the hotel on a timely basis.
• Must be able to lift up to 45 lbs. as needed.
• Must be able to push and pull carts and equipment weighing up to 250 lbs.
• Requires grasping, writing, standing, sitting, walking, repetitive motions, bending, climbing, listening, and hearing ability and visual acuity.
• Hearing, smelling, tasting, and visual ability to observe and distinguish product quality and detect signs of emergency situations.
• Vision occurs continuously with the most common visual functions being those of near and color vision and depth perception.
• Must be able to bend, stoop, squat and stretch to fulfill cleaning tasks occasionally.
• Must have finger dexterity to be able to operate office equipment such as computers, printers, 10-key adding machine, multi-line touch tone phone, filing cabinets, FAX machines, photocopiers, dolly, and other office equipment as needed.
• Ability to work primarily with fingers to pick, pinch, type and carry out substantial movements (motions) of the wrists and hands as well.

SPECIFIC JOB KNOWLEDGE, SKILLS AND ABILITIES

The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of the job, with or without reasonable accommodation, using some other combination of knowledge, skills, and abilities:

• Must be able to travel on occasion, as needed
• Able to travel between assigned properties and work MOD, evening, or weekend shifts as needed.
• Must be able to speak, read, write, and understand the primary language used in the workplace.
• Fluent in English and Spanish (preferred).
• Excellent communication and interpersonal skills, with the ability to work effectively with team members and leadership at all levels.
• Considerable knowledge of complex mathematical calculations and computer programs.
• Must have excellent leadership capability and customer relations skills.
• Must be detail oriented with outstanding organizational and communication skills.
• Must possess intermediate computer skills.
• Knowledge of computer programs, math skills as well as budgetary analysis capabilities required.
• Ability to analyze, foresee user needs, and makes judgments to ensure proper tools are provided at property level.
• Ability to effectively deal with internal and external customers some of whom will require high levels of patience, tact and diplomacy and collect accurate information to resolve conflicts.
• Knowledgeable about basic function of Windows OS, MS Office, PMS, PBX, Key system and POS.
• Self-driven and able to work independently.
• Exceptionally strong in issue resolution and proven analytical skills with a strong attention to detail.
• Ability to analyze, forecast data, and make judgments to ensure proper payroll and production control.
• Ability to supervise large staff and accomplish goals on a timely basis.
• Thorough knowledge of federal, state, and local laws governing equal employment opportunity and civil rights, occupational safety and health, wage and hour issues, and labor relations, including, but not limited to the following statutes and their state and local analogues (where applicable): Title VII, ADEA, Equal Pay Act, Pregnancy Discrimination Act, FLSA, ADA, OSHA, FMLA, and NLRA.

EXPERIENCE

• 3–5 years of progressive HR experience, including at least 2 years in hospitality or a multi-unit environment required.
• Hands-on experience with onboarding, employee relations, leave administration and timekeeping required.

EDUCATION

• Bachelor’s degree in Human Resources, Business, Hospitality Management or a related field, or equivalent experience preferred.
• SHRM-CP or PHR certification preferred.

LICENSES

• N/A

GROOMING

All Staff Members must maintain a neat, clean, and well-groomed appearance per Azul Hospitality standards. Refer to the property specific required grooming and uniform standards policy.

ATTENDANCE

Regular attendance in conformance with the standards, which may be established by Azul Hospitality, from time to time, is essential to the successful performance of this position. Staff with irregular attendance / tardiness will be subject to disciplinary action, up to and including termination of employment. Upon employment, all staff is required to fully comply with Azul Hospitality rules and regulations for the safe and effective operation of the hotel’s facilities. Staff members who violate hotel rules and regulations will be subject to disciplinary action, up to and including termination of employment. Due to the cyclical nature of the hospitality industry, staff members may be required to work varying schedules to reflect the business needs of the hotel. In addition, attendance at all scheduled training sessions and meetings is required. This job description is not an exclusive or exhaustive list of all job functions that a staff member in this position may be asked to perform from time to time.