Payroll / HR Manager

Sheraton Hotel New York

Position Summary

The Payroll / Human Resources Manager leads accurate and timely hotel payroll while managing the daily Human Resources functions that support team members and operating leaders. This position reports to the Director of Human Resources and serves as a trusted resource on timekeeping, pay, benefits, leave administration, employee relations, recruiting, records, labor relations, and policy compliance. The Manager partners closely with the Director of Human Resources, General Manager, Finance leadership, department heads, MCR corporate support teams, and union representatives to maintain strong controls, consistent employment practices, and a respectful workplace.

Leadership expectation. The Manager is expected to exercise sound judgment, protect confidential information, communicate clearly, and model MCR values: Integrity, Communication, Respect, Teamwork, Service, Innovation, Professional Growth, Profitability, and a Can Do Attitude.

Essential Duties and Responsibilities

The following duties describe the primary scope of the role. Responsibilities may be adjusted based on hotel needs and organizational priorities.

Payroll and Timekeeping

• Lead the complete weekly payroll cycle for all hotel team members, including union and nonunion, exempt and nonexempt populations.
• On weekly and monthly basis, upload payroll information to the union portal, pertaining to member benefits and personnel data.
• Reconcile billing variances per union contractual benefit rates.
• Audit timecards, missed punches, approvals, paid time off, overtime, premiums, differentials, retroactive pay, service charges, gratuities, deductions, garnishments, union dues, and other approved earnings or deductions.
• Manage the payroll calendar and cutoff process. Ensure leaders approve time records by established deadlines and validate new hires, transfers, pay changes, leaves, terminations, final pay, and benefit deductions before processing.
• Research pay discrepancies promptly, explain findings clearly, and coordinate corrections with MCR Payroll and other support teams.
• Reconcile payroll to the active roster, scheduling information, and property reports. Provide labor reporting and accrual support to Human Resources, Finance, and hotel leadership.
• Maintain complete payroll records, including wage notices, time records, approvals, deduction authorizations, corrections, and audit support.
• Monitor overtime, missed meal periods, time edits, exception patterns, and other labor cost indicators. Escalate control concerns and recommend corrective action.
• Protect payroll data and system access. Prevent unauthorized changes and maintain appropriate separation of duties.

Human Resources Operations and Team Member Support

• Serve as an accessible and reliable contact for team members and managers regarding pay, benefits, leaves, policies, workplace concerns, and Human Resources procedures.
• Maintain accurate team member information in Dayforce and other approved systems. Keep personnel files complete, confidential, current, and audit ready.
• Coordinate benefit enrollment, status changes, leave programs, and workplace accommodations with MCR Benefits, Payroll, Legal, and Labor Relations as appropriate.
• Support workers compensation claims, incident reporting, unemployment claims, employment verifications, and return to work documentation.
• Conduct or assist with prompt, objective, and well documented investigations. Coach managers on performance feedback, corrective action, attendance, and consistent application of MCR policies.
• Coordinate separations, exit documentation, final payroll information, return of property, access removal, and exit interviews.

Talent and Workforce Administration

• Manage or support job requisitions, approved postings, applicant review, interviews, selection, offers, and required preemployment steps.
• Coordinate onboarding, employment eligibility verification, background screening, wage notices, orientation, policy acknowledgments, and system access.
• Partner with department leaders on staffing plans, vacancy priorities, internal promotions, transfers, and succession needs.
• Support performance reviews, development, training, recognition, and engagement. Track workforce trends and recommend actions to improve retention and staffing stability.

Labor Relations and Compliance

• Administer applicable collective bargaining agreement provisions involving seniority, classifications, wages, premiums, overtime distribution, scheduling, benefit eligibility, union deductions, discipline, and other employment terms.
• Partner with the Director of Human Resources, General Manager, department leaders, union representatives, and MCR Labor Relations on grievances, information requests, meetings, investigations, and contract interpretation.
• Maintain organized labor relations files, grievance logs, meeting notes, response deadlines, and supporting documentation.
• Help ensure compliance with applicable federal, New York State, and New York City employment requirements, including wage and hour, paid leave, equal employment opportunity, accommodation, safety, and recordkeeping obligations.
• Maintain required notices, policy acknowledgments, licenses, and training records. Support audits, correct identified gaps, and strengthen controls.
• Escalate sensitive, high risk, or legally complex matters to the Director of Human Resources and the appropriate MCR corporate resource.

Leadership, Communication, and Continuous Improvement

• Build effective working relationships across all hotel departments and maintain a visible, service focused Human Resources presence.
• Train managers on payroll deadlines, timekeeping controls, documentation standards, employee relations practices, and their responsibilities under MCR policy.
• Identify recurring payroll or Human Resources issues, determine root causes, and implement practical process improvements.
• Prepare clear team member and leadership communications concerning payroll, benefits, policy updates, and required actions.
• Supervise and develop assigned support staff, participate in hotel leadership meetings, and complete other responsibilities that support the needs of the hotel and MCR.

Qualifications

Required Experience and Education

• Bachelor degree in Human Resources, Business Administration, Accounting, Hospitality Management, or a related field, or an equivalent combination of education and relevant experience.
• At least 5 years of progressive payroll and Human Resources experience, including meaningful responsibility for a complex hourly workforce.
• Demonstrated experience processing or overseeing payroll with a strong record of accuracy, deadline management, reconciliation, and issue resolution.
• Working knowledge of wage and hour requirements, employment records, leave administration, employee relations, equal employment opportunity, workplace accommodations, and confidentiality standards.
• Strong Dayforce or comparable system experience and advanced Microsoft Excel skills, including data validation, lookups, pivot tables, reconciliations, and exception reporting.
• Ability to handle sensitive matters with discretion and communicate effectively with team members, managers, executives, union representatives, and corporate support teams.

Preferred Qualifications

• Payroll and Human Resources experience in a large, full service hotel or similarly complex, continuous operation.
• Experience in a New York City union hotel and direct familiarity with hotel collective bargaining agreements.
• Experience supporting service charges, gratuities, multiple pay rates, shift premiums, retroactive adjustments, and union payroll requirements.
• Professional certification such as PHR, SPHR, SHRM CP, SHRM SCP, or Certified Payroll Professional, and experience supervising Payroll or Human Resources staff.

Core Competencies

• Exceptional accuracy and attention to detail.
• Strong judgment, integrity, and confidentiality.
• Clear written and verbal communication.
• Sound investigation, documentation, conflict resolution, policy interpretation, and problem solving skills.
• Ability to organize competing priorities and meet firm weekly deadlines.

Working Conditions and Schedule

• This is an on property leadership position in a hotel that operates 24 hours each day and 7 days each week.
• The regular schedule must support weekly payroll deadlines and may require flexibility during payroll close, audits, investigations, open enrollment, emergencies, or periods of significant hotel activity.
• The role regularly uses a computer and telephone and may involve sitting, standing, walking through hotel work areas, attending meetings, and reviewing records for extended periods.
• Reasonable accommodations may be made to enable qualified individuals to perform the essential functions of the position.

Equal Employment Opportunity

MCR and its corporate affiliates are Equal Opportunity Employers. MCR and its affiliates do not discriminate on the basis of race, color, sex, including pregnancy and gender identity, religion, national origin, sexual orientation, transgender status, age, family or marital status, genetic information, military or veteran status, disability, or any other legally protected status, activity, or characteristic.

Our Company

• MCR is the 3rd-largest hotel owner-operator in the United States.
• Founded in 2006, our company has offices in New York City, Dallas, Chicago, and Richmond, Virginia.
• MCR has a $5.0 billion portfolio of 148 premium-branded hotels containing more than 22,000 guestrooms across 37 states and 106 cities.
• MCR has more than 7,000 team members across the country and operates hotels under 9 Marriott brands, 8 Hilton brands and a number of unflagged independent hotels.
• MCR was named one of Fast Company’s 10 Most Innovative Travel Companies of 2020.
• MCR is a three-time recipient of the Marriott Partnership Circle Award, the highest honor Marriott presents to its owner and franchise partners, and a recipient of the Hilton Legacy Award for Top Performer.
• For the TWA Hotel at New York’s JFK Airport, MCR won the Development of the Year (Full Service) Award at The Americas Lodging Investment Summit (ALIS), the Urban Land Institute New York Excellence in Hotel Development Award and the American Institute of Architects national Architecture Award, the highest honor given by the AIA

What we offer/What’s in it for you?

• Hotel Discounts
• Weekly Pay
• Paid Time Off
• Retirement Options
• Referral bonuses
• Career advancement & upward mobility
• Health, Dental, Vision Insurance- available after 30 days of employment for full-time team members