Manager, Human Resources

Hunter Super Techs - TurnPoint; LaGrange (GA); On-site; USD 70,000 - 80,000; Full time

Job summary

Great Wolf Lodge is seeking an Human Resources Manager to execute HR strategy and support our Pack. You will partner with lodge leadership to drive staffing, performance management, training, and engagement.

You will oversee recruitment, payroll questions, leave administration, benefits, and HR compliance while ensuring confidentiality and timely communication across the team. This role emphasizes leadership development and a positive guest-focused culture.

Qualifications

• Bachelor’s degree in Human Resources, Business or related field or equivalent experience.
• Minimum of 1 year HR experience.
• Proficiency in Microsoft Office suite.
• Criminal background check and drug screen required.
• Strong problem solving and organizational skills.
• Attention to detail and proactive communication.

Responsibilities

• Oversees recruitment and hiring for supervisor and manager roles and other open positions.
• Manages performance management: goal setting, coaching, and appraisals.
• Administers leave and payroll processes, and oversees benefits questions.
• Ensures HR compliance with federal/state laws and maintains confidentiality.
• Provides training and development to Pack Members and leaders.

Skills

MS Office

Problem solving

Detail oriented

Multitasking

Communication

Education

Bachelor's degree in HR/Business or related field

HR certification (preferred)

Tools

Microsoft Office

Job description

Pay: $70000 per year - $80000 per yearAt Great Wolf, the Human Resources Manager is responsible for execution of HR strategy to support and grow our most important asset – our Pack. In this role you will partner with lodge leadership to ensure the HR function helps drive success and supports achievement of Great Wolf Lodge business goals.Essential Duties & ResponsibilitiesProvides ongoing support and guidance in day to day recruiting. Oversees recruitment and hiring of supervisor and manager positions as well as other open roles as assigned.Effectively assesses and prioritizes staffing needs as well as develop and drive strategy to improve staffing levels.Understands labor model and is able to activate recruiting and staffing strategies based on fluctuations in staffing levelsPlans effectively for hiring needs based on forecast, turnover, and current staffing levelsAbility to manage and run full scope of performance management including goal setting, coaching and performance management and execution of pack member performance appraisal process.Conducts investigations as assigned, presents findings and recommends outcome.Conducts training to effectively onboard new Pack and new leaders and ensures assignment and training completion of required courses in Great Wolf University.Supports Pack Member development by offering coaching and guidance around career paths.Performs gap analysis against competency models and works with leaders to develop their Pack for career growth and succession.Oversees leave administration, payroll administration including oversight to tenure increase porcess and other reporting as assigned by HR Director.Handles day to day benefits questions and helps lead annual Open Enrollment process.Oversees workers compensation claims working with the both the insurance company and with the injured employee.Leads employee recognition and Pack culture through event planning, constant reinforcement and marketing of recognition program.Communicates information and ideas clearly, confidently and articulately both in oral and written form.Provides feedback that supports pack member’s growth, development and engagementAssist in building bridges between departments, leaders and Pack Members across the lodgeFollows all federal and state employment law in decision making process and escalates areas of risk or potential liability.Works to stay up to date on federal and state law changes and demonstrates a working knowledge of basic law as it pertains to worker's comp, payroll, hiring, termination and other employment related decisions.Provides administrative support as needed for operations including; payroll, time and attendance, inventory, ordering, and other data input.Maintains confidentiality and protects operations by keeping human resource information confidentialBasic Qualifications & SkillsBachelor’s Degree in Human Resources, Business or related field or equivalent experienceMinimum of 1yearprevious HR experienceDemonstrated proficiency in Microsoft Office suiteSuccessful completion of criminal background check and drug screenStrong problem solving and organizational skillsAttention to detailEnthusiastic and positive energyMulti-tasking abilityDesired Qualifications & TraitsPrevious experience in hotel/resort/theme park industryHuman Resources certification or other specialized trainingExperience utilizing HR Technology Physical RequirementsAble to lift up to 20 lbsAble to bend, stretch, and twistAble to stand or sit for long periods of timeEstimated Salary Range:$70000 per year - $80000 per year annual base salaryAn employee’s pay position within the salary range will be based on several factors, including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, travel requirements, revenue-based metrics, any contractual agreements, and business or organizational needs. The range listed is just one component of Great Wolf’s total compensation package. Other rewards may include annual bonuses, a Paid Time Off policy, and other perks.This contractor and subcontractor shall abide by the requirements of 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity, national origin, and for inquiring about, discussing or disclosing compensation. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.