At AAM15, hospitality is about more than hotels and restaurants—it's about creating meaningful experiences, building strong teams, and making a difference in the communities we serve. We believe great guest experiences start with great employee experiences, and we're looking for people who share our commitment to our values, take pride in what they do, and want to help shape a culture where people and businesses thrive. The HR Manager is responsible for supporting and executing human resources initiatives across a multi-state hospitality portfolio. This role partners closely with general managers, department leaders, and operational leadership to foster a positive workplace culture, strengthen employee engagement, support leadership development, and ensure consistent application of company policies and employment practices. The ideal candidate is a hands-on, solutions-oriented HR professional who understands the fast-paced nature of hospitality operations, enjoys working directly with frontline employees and managers, and can balance employee advocacy with sound business judgment. This individual will help ensure that HR is viewed as a trusted, accessible, and effective business partner who supports both people and operational performance. Essential Duties and Responsibilities HR Partnership & Operational Support

• Build strong working relationships with general managers and operational leaders across multiple properties.
• Maintain a regular presence at hotels to understand operating conditions, build employee relationships, and provide practical HR support.
• Help managers understand and apply HR policies consistently while recognizing the operational needs of individual properties.
• Support new property openings, acquisitions, integrations, and leadership transitions as needed.
• Translate company HR initiatives into practical, actionable processes that can be implemented effectively at the property level. Employee Relations & Workplace Culture
• Serve as a trusted HR resource for general managers, department heads, and frontline employees.
• Provide guidance on employee relations matters, including performance concerns, attendance, workplace conduct, conflict resolution, investigations, and corrective action.
• Conduct workplace investigations, document findings, and recommend appropriate, consistent, and timely resolutions.
• Coach managers on employee communication, performance management, accountability, and effective leadership practices.
• Promote a respectful, inclusive, and service-oriented workplace culture aligned with company values.
• Identify employee concerns and emerging workplace trends and recommend proactive solutions to improve engagement, retention, and morale. Recruitment & Talent Management
• Partner with property leaders to identify staffing needs and develop effective recruitment strategies for hourly, supervisory, and management positions.
• Support recruiting efforts, including job postings, candidate screening, interviewing, offer coordination, and pre-employment requirements.
• Ensure a consistent and positive candidate and onboarding experience across locations.
• Monitor staffing trends and identify opportunities to strengthen recruitment pipelines for hard-to-fill hospitality positions. Compliance & Risk Management
• Support compliance with applicable federal, state, and local employment laws and regulations across the company's locations.
• Oversee or support employment documentation and processes, including onboarding, I-9 compliance, leave administration, accommodations, and separation procedures.
• Partner with leadership on employee leave, return-to-work matters, reasonable accommodations, and other sensitive employment issues.
• Identify potential employment risks and escalate complex or high-risk matters to HR leadership as appropriate. Performance Management & Leadership Development
• Coach managers on setting expectations, delivering feedback, documenting performance concerns, and managing corrective action.
• Support the development and implementation of performance improvement plans and leadership accountability practices.
• Identify development needs among property leaders and support leadership training and career development initiatives. Benefits, HR Systems & Administration
• Support the administration and communication of employee benefits, open enrollment, and other HR programs.
• Assist with payroll-related employee inquiries, timekeeping concerns, job and compensation changes, and coordination with payroll and finance. Qualifications
• Bachelor's degree in Human Resources, Business Administration, Hospitality Management, or a related field preferred; equivalent relevant experience may be considered.
• Three to five years of progressive HR experience in hospitality, hotels, restaurants, retail, or another multi-location, service-oriented environment.
• Experience advising managers on employee relations, performance management, investigations, and employment practices.
• Working knowledge of federal and state employment laws and HR compliance requirements.
• Strong written and verbal communication skills, sound judgment, and the ability to handle confidential and sensitive matters with discretion.
• Ability to prioritize competing demands, work independently, and maintain a high level of organization in a fast-paced environment.
• Willingness and ability to travel regularly to company properties and operating locations.

This position is based in the Burlington MA corporate office with regular travel to hotel properties in

MA, ME, NH, NY, FL and VT Job Type:

Full-time Pay:

$90,000.00 - $120,000.00 per year

Work Location:

In person