Human Resources Manager - Americas

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Job description

Posting Date Nov 16, 2021 Job Number Job Category Human Resources Location Western Regional Office, 17872 Gillette Avenue Suite 300, Irvine, California, United States VIEW ON MAP Brand Corporate Schedule Full-Time Relocation? N Position Type Management Located Remotely? Y Marriott International is the world's largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed. We believe a great career is a journey of discovery and exploration. So, we ask, where will your journey take you? JOB SUMMARY The Market Human Resources Manager will focus on delivering Market HR support services to multiple Select Brand hotels. This resource will function in a general capacity and manage execution and compliance of HR discipline and market directives in area MSB hotels. This includes, but not limited to recruiting, planning, communication, compensation, performance management. CANDIDATE PROFILE Education and Experience High school diploma or GED; 2 years' experience in the human resources, management operations, or related professional area. OR 2-year degree from an accredited university in Human Resources, Business Administration, or related major; experience in human resources, management operations, or related professional area. CORE WORK ACTIVITIES Reporting and Analysis, Communication Uses HR systems and tools (e.g., web applications, software, surveys) in accordance with company standards and policies as well as industry best practices. Assist in compilation of data for various Region-wide HR initiatives/programs (e.g.-Regional Human Capital Review process, total compensation analyses, etc.) Market MSB point person for key communication re: programs and process changes, meetings, and announcements Work with Area Director MSB and Area Director Human Resources to identify and create communications for the market and MSB-specific needs on regional programs, projects, process enhancements/amendments Provides reporting and data as needed to support the annual Human Capital Review process. Review Engagement Survey trends and partner with property leadership on action items. Talent Acquisition (Recruitment and Selection) . Assists the General Managers at each hotel to ensure positions are filled timely and ensure sourcing plan is effective for requisition. Communicate status regularly with ADHR/Sr Dir HR. Collaborates with hiring managers to verify that orientation / on-boarding program is in place for employees to receive the appropriate new hire training. Monitors applicant flow and new hire activity of minorities and women. Monitors trends and performance to goals (e.g., turnover, hard to fill, etc.) and escalates issues to HR Leadership. Partners with Services Vendor to prospect external talent by building relationships in the community (e.g., state job service, local colleges, recruiting agencies, and community-based organizations). Total Compensation Track and ensure compliance with total compensation systems, tools, programs, policies, etc. Monitor compliance against requirements for annual merit, bonus process as applicable. Partner with the ADHRs in analyzing wage strategies for management and hourly compensation. Performance Development Track and assist in the enforcement of LPA and Personal Development Plan compliance. Track and assist with the enforcement of compliance with required training. Supports on-going training initiatives and conducts classes when appropriate. Ensure compliance for legal/regulatory activities. Assist in Maintaining Employee Relations Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings). Utilizes an "open door" policy to acknowledge employee problems or concerns in a timely manner. Verifies that employee issues are referred to the General Manager for resolution. Communicates performance expectations in accordance with job descriptions for each position. Administration Assists with verifying employee files contain required employment paperwork, proper performance management and compensation documentation, and are properly maintained and secured for the required length of time. Confirm that medical records are maintained in a separate, secure and confidential medical file. Contribute to discussions and coordinate follow-up regarding programmatic events i.e. recognition program, Associate Appreciation Week Manages the Annual Enrollment Benefit process and provides resources and training to leaders and associates. Assists with verifying compliance with procedures for accessing, reviewing, and auditing employee files and verifies compliance with applicable privacy laws. Communicates property rules and regulations via the employee handbook. Assists with verifying that all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc. Conducts other duties as assigned by manager. MANAGEMENT COMPETENCIES Leadership Adaptability - Maintains performance level under pressure or when experiencing changes or challenges in the workplace. Communication - Conveys information and ideas to others in a convincing and engaging manner through a variety of methods. Problem Solving and Decision Making - Identifies and understands issues, problems, and opportunities; obtains and compares information from different sources to draw conclusions, develop and evaluate alternatives and solutions, solve problems, and choose a course of action. Professional Demeanor - Exhibits behavioral styles that convey confidence and command respect from others; makes a good first impression and represents the company in alignment with its values. Managing Execution Building and Contributing to Teams - Actively participates as a member of a team to move the team toward the completion of goals. Driving for Results - Sets high standards of performance for self and/or others; assumes responsibility for work objectives; initiates, focuses, and monitors the efforts of self and/or others toward the accomplishment goals; proactively takes action and goes beyond what is required. Planning and Organizing - Gathers information and resources required to set a plan of action for self and/or others; prioritizes and arranges work requirements to accomplish goals and ensure work is completed. Building Relationships Coworker Relationships - Interacts with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships. Customer Relationships - Develops and sustains relationships based on an understanding of customer needs and actions consistent with the company's service standards. Global Mindset - Supports employees and business partners with diverse styles, abilities, motivations, and/or cultural perspectives; utilizes differences to drive innovation, engagement and enhance business results; and ensures employees are given the opportunity to contribute to their full potential. Generating Talent and Organizational Capability Organizational Capability - Evaluates and adapts the structure of own assignments and suggests improvements to work processes to best fit the needs and/or support the goals of an organizational unit. Talent Management - Provides support and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives. Learning and Applying Professional Expertise Applied Learning - Seeks and makes the most of learning opportunities to improve performance of self and/or others. Business Acumen - Understands and utilizes business information to manage everyday operations. Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct. Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training and development, compensation and benefits, labor relations and negotiation, and personnel information systems. Compensation and Benefits - The knowledge of principles, regulatory laws, and application of human resources compensation and benefit methods, including workers compensation and work accident procedures. EEO - Knowledge of federal, state, and local laws and regulations that affect employment. This includes the ability to administer and monitor Affirmative Action programs and analyzing diversity reports. Associate Relations - Knowledge of the broad range of relationships that could impact an employee, employer, or applicant. This includes knowledge of federal and state laws, company policies and practices, and ethical obligations to investigate, evaluate, and recommend an appropriate resolution to an employee or labor relations complaint. Recruitment and Hiring - Ability to recruit, interview, and hire qualified candidates. This includes knowledge of best practices for each stage of the selection system. Training - The ability to perform training needs assessment analysis, develop training programs, and effectively delivering training modules to employees. Payroll - Knowledge of principles and application of human resources hourly and management payroll methods and practices. Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. Basic Competencies - Fundamental competencies required for accomplishing basic work activities. Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.). Mathematical Reasoning - Demonstrates ability to add, subtract, multiply, or divide quickly..... click apply for full job details