Human Resources Manager at Five Iron Golf NYC LLC

New York, New York, United States -

Full Time

Start Date

Immediate

Expiry Date

06 Mar, 26

Salary

120000.0

Posted On

06 Dec, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resources, Payroll, Talent Acquisition, Benefits Management, HR Compliance, Employee Relations, Culture Building, HR Operations, Organizational Planning, Recruitment Strategy, Data Analysis, Problem Solving, Communication Skills, Leadership, Adaptability, Interpersonal Skills

Industry

Entertainment Providers

Description

Description Backed by Callaway Golf and Danny Meyer’s Enlightened Hospitality Investments, Five Iron blends world-class technology with hospitality-driven service across its sports bars, restaurants, and entertainment venues. With 35 locations open and more than 50 in the pipeline worldwide, the brand is expanding its reach while remaining rooted in innovation, inclusivity, and community connection. The Human Resources Manager is responsible for the oversight of all Human Resources functions at Five Iron Golf. The high-performing individual contributor will partner with the SVP of People and other members of this small team to drive the human capital strategy for our rapidly scaling organization. The start-up culture means wearing a different hat every day, sometimes every hour. You’ll support our field and corporate teams in everything from creating hiring strategies for key roles, to organizational planning, to more administrative tasks like managing Worker’s Compensation claims, working with state agencies, coordinating with vendors, and more. This is a diverse role and the ideal candidate will have at least some experience in almost all of the core HR competencies: Payroll, talent acquisition, benefits management (including 401k compliance), HR compliance, employee relations, culture building and communications, and HR Ops - including HRIS and LMS platforms. Organizational Relationships: Reports to: SVP of People Manages: Individual Contributor Compliance Develop and implement company policies and procedures to comply with regulations. Review and evaluate company procedures and reports to identify hidden risks or common issues. Oversee all employment-related compliance, including policies and procedures. Perform periodic audits on and updates to company policies and procedures. Ensure compliance with governmental regulations related to benefit programs and labor law, including ERISA, FMLA, and HIPAA including related vendor management and agency contacts. Manage leaves of absence in accordance with Federal and local law and internal policy. Benefits Responsible for overall administration and compliance for all benefit programs including, medical/dental/vision plans, LTD, STD, 401(k), wellness, etc. Primary contact with Benefit consultants and plan providers to ensure efficient administration of benefit plans. Research, analyze and recommend new benefit programs in order for 5i to remain competitive as an employer. Oversee and actively manage costs related to benefit plans. Oversee employees’ enrollment in benefits programs, such as health insurance and retirement savings, and manage open enrollment bidding and administration each year Responsible for management of the systems and technology to support the benefit plans. Work closely with Payroll, HRIS and Employee Services as it relates to benefits. Employee and Business Support Open and assign physical mail (and evaluate alternative processes and products to handle mail management) and ensure critical items like garnishments, unemployment notices, and other items are tracked, assigned, and/or processed correctly. Serve as an HR Business Partner to the field and corporate teams: Manage people-related conflicts, emergencies and internal complaints, conduct confidential investigations as needed. Coach and train managers on appropriate corrective actions and documentation. Develop and implement human resources policies. For example: location-related policies regarding safety/difficult customer issues, alcohol usage, emergency procedures, incident reports, etc. Maintain and update Employee Handbook and state-specific addendums (quarterly or as needed). Ensure all employee records in the HRIS are maintained and updated with new hire information or changes in employment status. Investigate complaints brought forward by employees, specifically managing any management related inquiries. Respond to employees’ inquiries and resolve issues in a timely and professional manner. Partner with accounting and payroll to ensure full payroll compliance (including developing and implementing minimum wage/salary and tipping policies). Partner with SVP People and finance and operations to ensure compensation plans are structured and communicated, and are able to attract and retain top talent. Partner with SVP People to develop and oversee an organizational talent management strategy inclusive of performance reviews, employee/manager training and development (both corporate and field) and a succession planning process to help maximize the potential of current employees and develop future pipeline of talent. Help define job profiles and build career advancement paths. Recruitment Partner with SVP People to create programs and practices geared toward retaining the right talent. For example, build out a recruitment strategy for Golf Coaches and partner with the recruiter and the business to execute. Approach recruiting with a marketer’s eye and build and execute strategies accordingly to create richer candidate pipelines. Be able to evaluate and understand Applicant Tracking Systems and determine best fit for purpose for our business. Technology Serve as business owner of the Five Iron HRIS. Ensure product is fit for purpose, continually evolve platform as the business needs change, and ensure efficacy and efficiency for employees, managers, and the business. Job Requirements: The following are needed to ensure successful job performance: Bachelor's in Business, Human Resources or related field is preferred; Master’s and SHRM certification is a plus. 5+ years of progressively greater Human Resources Leadership experience in a multi-unit, customer service centric organization, hospitality experience is strongly preferred (including experience running payroll with an hourly/tipped workforce). Experience in a customer service/hospitality environment including systemization and assessment of tools to help the company grow quickly and effectively. Human Resources functional expertise including: Employee Relations and Talent Management, with a focus on building culture in a fast-growing customer service environment. Expert in the basics of HR; possess knowledge of applicable HR processes and practices, including laws, regulations and policies. Understanding of private equity needs and requirements from a compliance and HR perspective would be a plus. Primary competencies, behaviors, and characteristics: Common Sense: Provides sound practical judgement that is objective in nature. Leadership: A collaborative leader who is inspired by the company’s purpose and a genuine concern for the employees and the company’s wellbeing. Business Driven: A partner who is able to navigate the needs of the business in tandem with the needs of our employees. Collaborative: Works well with others, is inclusive by nature and customer service oriented. Data Driven and Results Oriented: Analytical mindset using data to make strategic decisions. Strategic Balance: Starts with the big picture in mind and is able to quickly get to tactics and “roll up sleeves”. Builder: Able to create effective strategies and plans from scratch and implement effectively. Self-Motivated: Self-starter who takes initiative and is solutions-minded. Interpersonal Skills: Builds successful relationships through active listening, collaboration, and a positive attitude. Adaptability: Flexibility to respond to industry changes, market challenges, and opportunities with agility and strategic pivots Communication Skills: Excellent communication abilities to articulate vision, negotiate effectively, and represent the company to stakeholders, including customers, investors, and partners. Problem Solver: Track record of identifying and addressing challenging situations. To perform this job successfully, an individual must be able to perform each essential duty at a satisfactory level. The requirements listed above are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The mental and physical demands are representative of those that must be met by an employee to successfully perform the essential functions of this job. Physical Demands: Regularly required to sit for prolonged periods of time Regularly required to talk and hear Regularly required to visually observe objects up close and at a distance Regularly required to use a computer and telephone equipment for extended periods of time Infrequent light physical effort is required Mental Demands: Regularly required to use written and oral communication skills; read and interpret complex data, information and documents; analyze and solve problems; learn and apply new information or skills; perform highly detailed work on multiple, concurrent tasks with constant interruptions. Regularly requires demonstrated poise, tact and diplomacy when interacting with those encountered in the course of work, some of whom may be demanding, dissatisfied or upset. Working Conditions: Work is performed in an office environment. Work is occasionally performed in an event space environment. Job Type: Full Time/Exempt Salary Range: $100,00-$120,000 Location: NYC; in-office every day

Responsibilities

The Human Resources Manager oversees all HR functions, partnering with the SVP of People to drive human capital strategy. Responsibilities include compliance management, benefits administration, employee support, and recruitment strategies.