Hotel HR Manager Employment Contract UK

Responsibilities reflected in the contract

• Advise hotel managers on consistent people processes.
• Coordinate recruitment, onboarding and eligibility records.
• Maintain confidential personnel, absence and employee-relations files.
• Monitor mandatory training and role-specific competence evidence.
• Support investigations, hearings and outcomes within delegated authority.
• Analyse workforce needs for seasonal, event and round-the-clock operations.

A realistic working scenario

A department head asks for medical details about an absent employee. The HR manager provides only the work-relevant guidance authorised for management and protects the underlying record.

Outputs to agree

• lawful and consistent people processes
• maintained workforce and training records
• practical advice to hotel managers

Records and evidence

• Recruitment and eligibility.
• Case and absence file.
• Training matrix.
• Rota or workforce report.
• Booking records.
• Payment records.

Reporting relationship

Typically reports to General Manager, Hotel Manager, Restaurant Manager or Front Office Manager. Confirm the employer's actual reporting structure in the builder.

Authority and escalation

• The HR manager advises and administers within delegation; dismissal, settlement, payroll change and disclosure of restricted records require proper approval.
• May allocate routine work and make operational decisions only within documented staffing, financial, contractual and policy limits.

Supervision

• Allocate and review assigned work within delegated authority and escalate formal people matters through the Employer's procedures.

Tools and systems

• Booking systems.
• Payment systems.
• Kitchen or housekeeping equipment where authorised.
• Shift handover tools.
• Guest communication systems.

Workplace context

• Hotel, restaurant, kitchen, guest-facing or approved hospitality areas.

Training and certification

• Employer-confirmed evidence of training required for HR Manager (Hotel) duties where applicable to the role.

Contract priorities

• special-category data
• 24-hour workforce support
• seasonal recruitment
• advisory and decision boundaries

Information the employer should prepare

• the hotel, group or properties supported by the role
• the employees, departments and management teams within scope
• the advisory, investigation and formal decision authority delegated
• the personnel, payroll and training systems accessed
• the normal hours and any out-of-hours employee-relations support
• the reporting relationship with hotel leadership and any central HR function