A Payroll Manager manages payroll department operations and staff at a company or organization. Ensures that employee wages, salaries, benefits and deductions are calculated correctly, and that paychecks are distributed on time. Coordinates with human resources staff with regard to staff promotions and pay grades.
Strong critical thinking skills Aggressive hospitality and a guest-first attitude A professional and hygienic demeanor Reliable transportation A warm and welcoming smile
Description Position Summary:
The HR Coordinator / Payroll Supervisor is responsible for supporting all aspects of the employee lifecycle, including recruitment, onboarding, employee relations, compliance, HRIS management, training coordination, and HR administration. This role serves as a trusted resource for employees and managers while ensuring HR processes are accurate, compliant, and aligned with company standards. The HR Coordinator / Payroll Supervisor will support multiple hospitality properties within the Rupal Hospitality portfolio and work closely with executive leadership, General Managers, and department leaders.
Recruiting, Onboarding & Offboarding:
Post openings across recruiting platforms; screen resumes and coordinate interviews with hiring managers. Prepare offer letters, employment agreements, and new-hire paperwork; coordinate background checks and pre-employment screening. Complete and retain I-9 / E-Verify records; conduct new hire orientation; maintain personnel files and exception tracking. Support seasonal and pre-opening hiring across the portfolio, including surge staffing for property openings.
Run offboarding:
final documentation, systems and access removal notice, and exit records Payroll, Benefits & Timekeeping Prepare payroll-change forms (new hires, rate changes, terminations, PTO) and route them for processing. Administer timekeeping; review timecards for completeness ahead of payroll cutoff. Administer benefits enrollment, qualifying life-event changes, and COBRA notifications; serve as liaison to carriers and brokers. Reconcile benefit enrollment records against carrier invoices and route discrepancies to finance — HR verifies eligibility, finance releases payment. Compliance & Records Maintain labor law postings at every property, the employee handbook, and required acknowledgments. Maintain EEO, ACA, I-9, OSHA, and workplace safety records; support internal and external HR audits.
Own the HR compliance calendar:
certifications, mandatory training, license renewals, and filing deadlines, tracked to completion rather than to reminder. Track brand- and state-required training (Marriott, IHG, New York State) and document completion by employee. Document workers' comp, PFL, and unemployment claims; support disciplinary and accountability documentation at management's direction. Assist with employee investigations and maintain supporting documentation. Maintain confidentiality of all personnel and medical information. HRIS, Reporting & Property Support Maintain accurate, current employee records in HRIS and payroll systems. Produce staffing, turnover, vacancy, and open-requisition reporting for the President/CEO and General Managers. Track attendance and performance documentation; administer the annual review cycle. Track uniform issuance and employee acknowledgments across properties. Prepare employment verification letters and respond to agency requests. Coordinate employee recognition and company events. Maintain HR deadlines and calendars; support executive leadership on confidential HR matters and special projects.
WHAT WE'RE LOOKING FOR
2+ years in HR coordination or administration; familiarity with NY employment compliance. Working knowledge of I-9/E-Verify, benefits administration, and HRIS platforms. High discretion, strong organization, and comfort enforcing consistent standards and documentation. Must be hospitable, as we are a hospitality company. Working knowledge of HRIS and payroll platforms, with the ability to produce clean staffing and turnover reporting without prompting. Multi-site or hospitality HR experience preferred; familiarity with brand-required training compliance (Marriott, IHG) is a plus. Proven ability to own a compliance calendar and close deadlines without follow-up from leadership.
