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Hr In Hospitality Jobs in Alabama (NOW HIRING)

Lucy's

Lucy's Auburn - Host - Hostess

Auburn, AL · On-site

Pay: $5.00/hr + Tips Schedule: Part-Time | Flexible Shifts Lucy's isn't just a restaurant - it ... If you're naturally friendly, love making people smile, and thrive in a high-energy, hospitality ...

Renewal by Andersen

Canvasser

Huntsville, AL · On-site

$16 - $24/hr

... hr. in combination of both) Responsibilities: Learn & Grow - Receive ongoing training to master ... Whether you've worked for the military, retail sales, solar, fast food, hospitality or are just ...

HHM Hotels (Philadelphia Corporate)

Liaise with corporate departments such as Commercial, IT, HR, Risk Management, and Accounting to ... Bachelor's Degree in hospitality, business or a related field required. * Hotel general manager ...

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Hr In Hospitality information

What does HR do in the hospitality industry?

HR in hospitality is responsible for recruiting, training, and managing employees in hotels, restaurants, resorts, and other hospitality businesses. They handle employee relations, payroll, benefits administration, and ensure compliance with labor laws. HR also plays a key role in maintaining a positive work environment, supporting staff development, and addressing workplace issues to ensure excellent guest service.

What are the key skills and qualifications needed to thrive as an HR professional in hospitality?

To excel as an HR professional in hospitality, you need a solid background in human resources management, employment law, and hospitality industry practices, usually supported by a degree in HR or hospitality and relevant certifications like SHRM or HRCI. Familiarity with HRIS systems, payroll software, and talent management platforms is typically required. Outstanding interpersonal skills, cultural sensitivity, and conflict resolution abilities help build positive workplace environments in diverse, customer-focused settings. These skills are essential for attracting, retaining, and developing talent while ensuring compliance and fostering excellent guest experiences.

What are some common challenges HR professionals face in the hospitality industry, and how can they effectively address them?

HR professionals in hospitality often encounter challenges such as high employee turnover, managing a diverse workforce, and ensuring consistent service standards across shifts. To address these, it's crucial to implement strong onboarding and training programs, foster open communication, and create clear career development paths. Additionally, HR teams frequently collaborate closely with operations managers and department heads to address staffing needs and resolve employee issues promptly, ensuring smooth daily operations and high guest satisfaction.

What is the difference between Hr In Hospitality vs Hotel Front Desk Staff?

AspectHr In HospitalityHotel Front Desk Staff
Primary RoleHuman resources management, recruitment, employee relationsGuest check-in/out, customer service, reservations
Required SkillsHR policies, communication, organizational skillsCustomer service, communication, problem-solving
Work EnvironmentOffice setting within hospitality organizationsFront desk, hotel lobby, customer-facing
CertificationsHR certifications (e.g., PHR, SHRM-CP)None typically required, hospitality training preferred

While both roles are integral to the hospitality industry, Hr In Hospitality focuses on managing employee relations and HR functions, whereas Hotel Front Desk Staff primarily handles guest interactions and reservations. Understanding these differences helps job seekers find roles aligned with their skills and career goals.

What is HR in hospitality industry?

HR in the hospitality industry refers to Human Resources professionals responsible for recruiting, training, and managing staff such as hotel employees, restaurant workers, and event staff. They handle employee relations, compliance, and benefits to ensure smooth operations in service-oriented environments.

What are popular job titles related to Hr In Hospitality jobs in Alabama?

For Hr In Hospitality jobs in Alabama, the most frequently searched job titles are:

What job categories do people searching Hr In Hospitality jobs in Alabama look for?

The top searched job categories for Hr In Hospitality jobs in Alabama are:

What cities in Alabama are hiring for Hr In Hospitality jobs?

Cities in Alabama with the most Hr In Hospitality job openings:

Hr In Hospitality jobs near you
Infographic showing various Hr In Hospitality job openings in Alabama as of August 2026, with employment types broken down into 1% As Needed, 71% Full Time, 19% Part Time, 1% Temporary, 7% Contract, and 1% Nights. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution.

Human Resource Manager- New Opening AC/ Element

Ascent Hospitality

Birmingham, AL • On-site

Full-time

Re-posted 27 days ago

Job description

Ascent Hospitality has an extensive portfolio of hotels and a strong pipeline of new properties and acquisitions, but we're not about numbers...we're about people and that remains our foundation. Our culture expresses a memorable experience for all of our Team Members and guests alike. So we're constantly looking for individuals who work well together for a unified purpose. For our leadership, we're looking for accomplished individuals with a passion to serve others, strong communicators who clearly understand the needs of others and trendsetters who excel at challenges and change. If this is what you're all about, consider joining our Team.
Ascent Hospitality is looking for a uniquely qualified hospitality leader to join our team as a Human Resources Manager for our New Opening AC/ Element.
The Human Resource Manager will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organizations mission and talent strategy.
ESSENTIAL FUNCTIONS:
  • Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.
  • Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
  • Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
  • Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system.
  • Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
  • Develops and implements departmental budget.
  • Facilitates professional development, training, and certification activities for HR staff.
  • Collaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention.
  • Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.
  • Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
  • Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
  • Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.
  • May assist with constructive and timely performance evaluations.
  • Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
  • Conducts or acquires background checks and employee eligibility verification.
  • Implements new hire orientation and employee recognition programs.
  • Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
  • Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
  • Attends and participates in employee disciplinary meetings, terminations, and investigations.

SPECIFIC JOB KNOWLEDGE, SKILLS AND ABILITIES:
  • Background in hospitality industry is highly desirable.
  • Excellent verbal and written communication skills.
  • Track record of delivering exceptional employee experience.
  • Strong leadership abilities, sound judgment, superior decision making and problem solving skills.
  • Ability to effectively interact and communicate with all levels of management, with particular attention to quality and detail.
  • Strong written and verbal communication skills, i.e., poised and engaging, empathetic communication styles that can enliven, engage, and positively impact individuals and groups.
  • Ability to partner with all levels of managers, providing a consultative approach and employee relations.
  • Ability to act quickly and efficiently with high degree of professionalism.
  • Customer service orientation.
  • Demonstrable expertise in analysis and action taking.
  • Excellent organization and prioritizing skills.
  • Appropriate professional appearance and demeanor.
  • Demonstrated ability to establish credibility and rapport with operating leaders.
  • Demonstrated ability to manage a team of HR Professionals.
  • Proficient in Microsoft Word, Excel, PowerPoint and HRIS systems.

PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  • While performing the duties of this job, the employee will be required to sit for long periods of time; use arms, hands and legs repetitively; handle, or feel objects, tools, or controls; reach with hands and arms; and stoop, kneel, crouch, or crawl. The employee frequently is required to walk, climb or balance, talk and hear.
  • May be required to regularly lift and/or move up to 10 pounds, and occasionally lift and/or move up to 20` pounds.
  • Must be capable of effectively using close vision, distance vision, and color vision.
  • Able to operate in mentally and physically stressful situations

QUALIFICATION STANDARDS:
  • Bachelors Degree or equivalent experience.
  • Four (4) years in Human Resources Leadership role.
  • Operational experience in a Hospitality similar setting preferred.
  • Employee and/or Labor Relations experience.

Ascent Hospitality Management is a EEO Employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture.

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