Director-Human Resources Shared Svc

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 Director of Human Resources will report directly to the Area Director of Human Resources, with a dotted-line to the Senior Leader(s) of the defined Shared Services organization and will be an intergral part of that leadership team. As a member of the Human Resources organization, he/she contributes human resource generalist knowledge and expertise for all Shared Services associates and also assists with property sales as necessary. He/She will be accountable for talent acquisition strategies, succession/workforce planning, performance management and development for associates, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. He/She generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Addiitonally, he/she utilizes a Human Resources Business Plan aligned with Shared Services strategies to deliver HR Services that enable business success.

CANDIDATE PROFILE

Education and Experience

Required:

• 2-year degree from an accredited university in Human Resources, Hotel and Restaurant, Hospitality, Business Administration, or related major; 4 years experience in human resources, management operations, sales or related professional area

OR

• 4-year bachelor's degree in Human Resources, Hotel and Restaurant, Hospitality, Business Administration, or related major; 2 years experience in human resources, management operations, sales or related professional area

Preferred:

• Bachelor's Degree in Human Resources or related subject area.
• Society of Human Resource Management Certification.

CORE WORK ACTIVITIES

Managing the Human Resources Strategy

• Executes the HR Business plan for the organization by facilitating communication, collaboration and sharing expertise.
• Translates business priorities into HR strategies, plans and actions.
• Partners with the ADHR, Shared Services to verify that HR strategies, plans and actions are in alignment with regional HR strategies and the overall strategic HR framework for The Americas.
• Executes and follows-up on engagement survey related activities.
• Coordinates the human capital review process for the disciplines, and leads succession planning activities in coordination with properties in the market as necessary
• Delivers sound results by coordinating implementations, tracking results through reporting and scorecards, problem solving and leveraging efforts across markets.
• Coordinates strategies across markets (where appropriate) to verify cohesiveness and consistency.
• Develops HR programs and policies to improve operational efficiencies of the organization.
• Serves as key change manager for initiatives that have high associate impact.
• Performs other duties, as required, to support business needs to improve organizational performance or control cost.
• Contributes human resource generalist knowledge and expertise for all associates within the Shared Services discipline (s).
• Achieves objectives through the effective use of technology and coaching/developing others.
• Develops and implements strategies that deliver products and services to meet or exceed the needs and expectations of customers and associates while providing a return on investment to our owners and Marriott International.
• May supervise and develop one or more Human Resources associates.

Managing Associate Compensation Strategy

• Partners with Shared Services disciplines leaders to make staffing and compensation decisions and manage the talent pipeline.
• Champions and leads the communication and proper use of total compensation systems, tools, programs, policies, etc.
• Participates in quarterly internal equity analysis and reviews internal equity reports. Prepares, analyzes, distributes and acts on results of Internal Equity and Comp Ratio reports.
• Drives implementation of total compensation management packages/offers, particularly recognition and incentive programs directed towards market priorities.
• Manages annual merit, bonus and stock review process as applicable. Monitors hourly performance appraisal processes, ensuring reviews are conducted in a timely manner and increases are processed.
• Manages recognition stock process for non-stock eligible associates as applicable.
• Champions reinforcement of ongoing recognition programs.
• Uses tools provided by Compensation Department to benchmark competitive set. Oversees and develops the hourly wage scale for the Shared Services disciplines and verifies compliance; conducts annual wage survey to verify hourly rates of pay are competitive in the market; provides recommendations for adjustments to the Area Director of Human Resources, Shared Services.
• Verifies integrity of job codes and wages for hourly positions and associates.
• Keeps current and knowledgeable in the internal and external compensation and work competitive environments.

Managing Staffing and Recruitment Process

• Provides functional expertise in the planning and implementation of talent acquisition strategies, succession/workforce planning, performance management and development for associates of the Shared Services organization.
• Reviews and communicates work environment scorecard(s) trends.
• Develops staffing strategy (in collaboration with Regional HR leadership) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
• Monitors sourcing process and related outcomes in partnership with outsourcing vendor.
• Conducts needs assessment for Shared Services disciplines vacancies and analyzes open positions to balance the development of existing talent and business needs. Partners with Shared Services disciplines leadership to surface opportunities in work processes and staffing optimization.
• Monitors candidate identification and selection process:
• Partners with outsourcing vendor to verify effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.
• Partners with The Americas SMR HR team to verify that targeted selection process and tools are being utilized appropriately
• Performs quality control on services provider performance of candidate identification/selection.
• Monitors the selection/non-selection and offer processes to verify proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications).
• Verifies interviews are conducted according to recommended guidelines and that consistent screening criteria are used.
• Monitors applicant flow and new hire activity of minorities and women.
• Assists managers in utilizing e-Hiring processes in an effective manner.
• Monitors trends and performance to goals (e.g., turnover, hard to fill, etc.).
• In partnership with Services provider, prospects external talent by building relationships in the community (e.g., state job service, local colleges, recruiting agencies, and community based organizations). Establishes and maintains contact with external recruitment sources.

Maintaining Staff Development Activities

• Trains and develops Shared Services disciplines leaders to execute HR processes and programs.
• Verifies managers are competent in assessing and evaluating hourly staff.
• Coordinates and facilitates the new hire orientation and on-boarding process for newly hired associates and managers.
• Verifies LPP is conducted and development plans are in place; provides performance coaching and feedback, as needed.
• Conducts systematic training assessments to align training and development needs of the Shared Services disciplines with market priorities.
• Coordinates enrollment for regional training programs.
• Coaches/advises and manages/handles high risk, sensitive, escalated associate relations issues.
• Engages in proactive planning of work environment strategy and activities.
• Verifies Shared Services disciplines are competent to monitor work environment and are continually reinforcing positive associate relations concepts.
• Monitors compliance of labor relations/avoidance strategy mandatory training (e.g., PAR training, GFT arbitration, peer review).
• Analyzes, monitors and supports WEPR, Labor Relations Index (LRI) and Market Labor Reports (MLR), bi-annually.
• Monitors compliance for legal/regulatory activities (e.g., investigations, background investigations, unemployment, etc.).
• In collaboration with Area Director of Human Resources, Shared Services, supports creating and maintaining a positive work environment for associates utilizing the tools, services and resources available.
• Verifies the implementation of safety programs, and reviews plans/ actions for accident prevention; manages costs and monitors OSHA compliance, in collaboration with Loss Prevention discipline.
• Monitors the effective use of MyHR by Shared Services managers and associates.
• Coaches/develops others to help influence and execute service strategy/initiatives and business objectives in the most efficient manner.

MANAGEMENT COMPETENCIES

Leadership

• Adaptability – Develops strategies and identifies resources to implement and manage change; models flexibility in adjusting priorities; and communicates the need for change in a positive way that encourages commitment.
• Communication - Actively listens and uses appropriate communication styles to deliver complex information in a clear concise way and influences others to accept a point of view, gain consensus, or take action.
• Problem Solving and Decision Making - Models and sets expectations for solving complex problems, collecting and comparing information to evaluate alternatives, considering their potential impact before making decisions, involving others to gain agreement and support, and guiding others to implement solutions.
• 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 - Leads and participates as a member of a team to move the team toward the completion of common goals while fostering cohesion and collaboration among team members.
• Driving for Results - Focuses and guides others in accomplishing work objectives.
• Planning and Organizing - Gathers information and resources required to set a plan of action for self and/or others; prioritizes and arranges work requirements self and/or others to accomplish goals and ensure work is completed.

Building Relationships

• Coworker Relationships - Develops and uses collaborative relationships to facilitate the accomplishment of work goals.
• 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 organizational units, jobs, and work processes to best fit the needs and/or support the goals of an organizational unit.
• Talent Management - Provides guidance 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 (e.g., data related to employee engagement, guest satisfaction, and property financial performance) to manage everyday operations and generate innovative solutions to approach business and administrative challenges.
• Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges.
• 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.
• Computer Skills - The ability to use HRIS Systems (working knowledge of tools and processes for monitoring and evaluating personnel data), ability to use PeopleSoft software, and ability to use Microsoft Office (excel, word, access, and outlook).
• 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, correctly, and in a way that allows one to solve work-related issues.
• Oral Comprehension - Demonstrates ability to listen to and understand information and ideas presented through spoken words and sentences.
• Reading Comprehension - Demonstrates understanding of written sentences and paragraphs in work-related documents.
• Writing - Communicates effectively in writing as appropriate for the needs of the audience.

Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.