Human Resources Manager

Marin Hilltop Hotel; San Rafael (CA); On-site; USD 90,000 - 120,000; Full time

Job summary

Marin Hilltop Hotel is seeking a hands-on Human Resources leader to oversee day-to-day HR operations for our California workforce. You will drive recruitment, onboarding, employee relations, performance management, benefits administration, and compliance with federal, state, and local laws.

Partner with leadership to implement HR practices aligned with business goals and regulatory requirements. You will manage full-cycle recruiting, onboarding notices, investigations, and policy updates while

Qualifications

• Bachelor’s degree in HR, Business Administration, or related field.
• 3–5+ years of progressive HR experience in California.
• Experience in a supervisory or HR lead role.
• PHR/SHRM certification preferred.
• Solid knowledge of California and federal employment laws.

Responsibilities

• Oversee recruitment for California roles from posting to offers.
• Coordinate onboarding, trainings, and new-hire paperwork.
• Advise managers on performance, documentation, and terminations.
• Handle employee relations, investigations, and policy enforcement.
• Support compliance, pay decisions, benefits, and time-off policies.
• Maintain HR records and help update employee handbook.

Skills

California employment law

HR policies

Interpersonal skills

Communication

Time management

Education

Bachelor’s degree in HR/Business

PHR/SHRM certification preferred

Tools

HRIS

MS Office

Google Workspace

Job description

Job Summary

• Oversee day-to-day HR operations for our California workforce, including recruitment, onboarding, employee relations, performance management, benefits administration, and compliance.
• Partner with leadership to develop and implement HR practices that support business goals while complying with federal, state, and local employment laws.

Activities & Responsibilities

Recruitment & Staffing

• Manage full-cycle recruiting for California roles: job postings, screening, interviewing coordination, and offer process.
• Ensure job postings and hiring practices comply with California pay transparency, salary history, medical inquiry, and driver’s license rules (for applicable roles).
• Coordinate background checks and reference checks in compliance with applicable fair chance and privacy laws.

Onboarding & New Hire Processes

• Facilitate onboarding for new employees, including orientation, required trainings, and collection of new-hire paperwork.
• Provide required state and local new-hire notices and disclosures (e.g., wage notice/“wage theft” form, lactation accommodation policy, workers’ compensation pamphlet, unemployment/paid family leave booklets, sexual harassment notice, survivor leave notice, “Know Your Rights” worker notice when applicable, and any relevant city/county minimum wage or sick leave notices).
• Ensure accurate reporting of new hires to the California Employment Development Department (EDD), coordinating with payroll or third-party providers as needed.

Employee Relations & Performance Management

• Serve as a primary contact for employee questions and concerns regarding HR policies, benefits, leave, and workplace conduct.
• Advise managers on performance management, documentation, corrective action, and terminations consistent with California and federal law.
• Support investigations into complaints of harassment, discrimination, retaliation, and other workplace concerns; document findings and recommend corrective measures.
• Promote a respectful, inclusive workplace and support reasonable accommodation processes for disabilities, pregnancy, and religion.

Compliance & Policies

• Help maintain and update the employee handbook and standalone policies to reflect current California and local requirements (e.g., leaves of absence, paid sick leave, meal and rest breaks, lactation accommodation, anti-harassment, equal employment opportunity, business expense reimbursement).
• Coordinate posting and distribution of required federal, state, and local workplace notices/posters (including minimum wage, whistleblower protections, harassment/discrimination, leave rights, etc.).
• Monitor changes in employment laws affecting California operations and communicate updates to management.
• Maintain required employment records and personnel files; respond to employee requests to access their records within required timeframes.

Compensation, Benefits & Time Off

• Partner with leadership on pay decisions consistent with California equal pay and pay transparency requirements.
• Work with payroll and benefits vendors to administer benefits, leave programs, and time-off policies (e.g., California Family Rights Act, pregnancy disability leave, paid sick leave, local sick leave ordinances where applicable).
• Support annual pay reviews and ensure job titles, wage history, and other required records are properly maintained.

Training & Culture

• Coordinate mandatory California trainings, including:
• Sexual harassment and abusive conduct prevention training for supervisors and non-supervisors.
• Any industry-specific trainings (e.g., human trafficking awareness for covered hospitality employers).
• Provide or coordinate training for managers and employees on key policies (harassment, discrimination, retaliation prevention, safety, timekeeping, leave, accommodations).
• Assist with engagement initiatives, culture-building activities, and recognition programs.

Education and Experience

• Bachelor’s degree in human resources, Business Administration, or related field preferred.
• Typically, 3–5+ years of progressive HR experience, including experience supporting employees in California.
• Prior experience in a supervisory or HR lead role strongly preferred.

Preferred

• PHR, SPHR, SHRM-CP, SHRM-SCP, or similar HR certification.
• Any California-focused HR coursework or certifications are a plus.

Knowledge, Skills and Abilities

• Solid working knowledge of California and federal employment laws and regulations, including areas such as:
• Anti-discrimination/harassment and retaliation protections
• Wage-and-hour rules (minimum wage, overtime, meal and rest periods, pay transparency)
• Leave laws and reasonable accommodations
• Required notices, postings, and training
• Strong interpersonal and communication skills; ability to build trust with employees and managers at all levels.
• Proven ability to handle confidential information with discretion and professionalism.
• Excellent problem-solving, conflict resolution, and organizational skills.
• Proficiency with HRIS platforms and MS Office or Google Workspace tools.
• Excellent verbal and written communication skills
• Punctual and dependable
• Attention to detail and accuracy
• Multi-tasking
• Organizing and prioritizing
• Problem analysis and problem-solving skills
• Ability to work independently and with others
• Professional integrity
• Ability to meet deadlines
• Leadership skills to motivate and develop staff
• Ability to work effectively under time constraints and deadlines

Source: Hospitality Online