Western Region Director of HR Operations (Bench) - Full-time / Part-time

Posting Date Feb 22, 2018
Job Number 180002TU
Job Category Human Resources
Location Western Regional Office, Irvine, California
Brand Corporate
Schedule Full-time
Relocation? No
Position Type Management

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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

Fills an HR deployment need in any market and travels significantly throughout the region. Contributes a high level of human resource generalist knowledge and expertise for a designated property. Works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Utilizes a Human Resource Business Plan aligned with hotel and brand strategies focused on delivering HR services that meet or exceed the needs of associates and enable business success; as well as to verify compliance with federal, state and local regulations and Marriott International operating procedures.

CANDIDATE PROFILE

Education and Experience

• High school diploma or equivalent required;

Preferred

• Bachelor’s Degree preferred.

• Society of Human Resource Management Certification (PHR or SPHR).

CORE WORK ACTIVITIES

Managing Talent Acquisition (Recruitment and Selection)

• Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consult with hiring manager on compensation, benefits, etc.

• Monitors sourcing process and outcomes of staffing process; collaborate and coordinate sourcing efforts with Vendor.

• Assists in identifying internal and external candidates for open positions.

• Supports and assists in the negotiation of total compensation offered to candidates for open positions.

Managing Total Compensation

• Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.

• Verifies wages are paid in accordance to Standard Operating Procedures, federal and state laws (e.g., associate pay for meeting attendance, wages limited to maximum rate of pay, entry level rates paid to new hires, overtime provisions in place, and separation pay).

• Monitors hourly performance appraisal processes, ensuring reviews are conducted in a timely manner and increases are processed.

• Monitors payroll administration, if applicable.

• Verifies larger changes to benefit plans are communicated property-wide and in a timely manner, as necessary.

• Assists in administering hourly wage scale and verifies compliance.

• Conducts annual wage survey to verify hourly rates of pay are competitive in the market.

• Provides recommendations for adjustments to Director of Human Resources/Multi-Property Director of Human Resources.

Managing Performance Development

• Verifies coordination and facilitation with Performance Development Manager of new hire orientation program to generate a positive first impression for associates and emphasize the importance of guest service in Marriott culture; verify attendance by all new hires and participation of the leadership team.

• Verifies development plans are in place in accordance with the performance appraisal process, goals are documented and progress towards goal achievement is measured.

• Verifies Leadership Performance Process (LPP) is conducted and development plans are in place; provide performance coaching and feedback, as needed.

Maintaining Associate Relations

• Verifies compliance with key policies such as Sexual Harassment, Non-Harassment, Non-Discrimination, and No Solicitation; communicate venues to raise issues or concerns regarding the violation of these and all Marriott policies.

• Coaches managers on progressive discipline process. Verifies Guarantee of Fair Treatment policy is consistently followed and proper documentation is maintained on all disciplinary issues.

• Assists in identifying key drivers of associate satisfaction and supports managers in addressing issues with written plans and actions. Monitors and communicates progress against the plans to both management and hourly associates.

• Reviews exit interviews conducted by Vendor on all voluntary separations; track and analyze the results to identify trends and issues; share information with Director of Human Resources.

• Works with managers to determine workforce reductions, decrease in hours, cross utilization of staff, or other alternatives to meet the financial needs of the business during slow periods or economic downturns.

Managing Associate Safety

• Verifies associate accident investigations are conducted, events documented, and that accidents are reported to Corporate Claims Reporting center; verify maintenance of OSHA log, and retention of records in accordance with Marriott Standard Operating Procedures.

• Identifies and analyzes accident trends, involves management team in establishing plans and actions to decrease the frequency and severity of accidents on property.

• Verifies modified duty programs are in place and used by associates.

• Manages Workers Compensation claims to verify appropriate associate care and manage costs.

• Conducts periodic claims reviews with Regional Claims office to verify claims are closed in a timely manner and reserve levels are appropriate for open claims, where applicable.

• Manages the Loss Prevention function, where applicable.

Human Resources Department

• Assists in the interviewing and hiring of Human Resource associate team members with the appropriate skills, as needed.

• Supports a departmental orientation program for associates to receive the appropriate new hire training to successfully perform their job.

• Verifies associates are cross-trained to support successful daily operations.

• Uses all available on the job training tools for associates; supervises on-going training initiatives and conducts training, when appropriate.

• Communicates performance expectations in accordance with job descriptions for each position.

• Actively solicits associate feedback, utilizes an “open door” policy and review associate satisfaction to identify and address associate problems or concerns.

• Brings issues to the attention of the Director of Human Resources/Multi-Property Director of Human Resources, as necessary.

• Participates in associate progressive discipline procedures.

• Verifies hotel policies are administered fairly and consistently, disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and supports the Peer Review Process within the department.

• Verifies that regular on-going communication is happening with associates to create awareness of business objectives and communicates expectations, recognize performance and produce desired business results.

Administration

• Verifies proper documentation of all progressive disciplinary action is kept in associate file.

• Verifies associate files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.

• Verifies compliance with procedure for accessing, reviewing, and auditing associate files and verifies compliance with the Privacy Act.

• Verifies medical records are maintained in a separate, secure and confidential medical file

• Facilitates random, reasonable belief and post-accident drug testing process (in properties where applicable).

• Houses and maintains Corporate, Lodging and Local Standard Operating Procedures (SOPs and LSOPs)

• Supports the maintenance of the Human Resource Information System in accordance with Human Resources Standard Operating Procedures.

• Verifies all I-9 documentation is properly recorded, filed, and updated in accordance with the Immigration Reform and Control Act.

• Takes appropriate action with individuals who are unable to produce valid documentation.

• Verifies all regulatory information is posted as required by state and federal law (e.g., Minimum Wage Notice, Equal Employment Opportunity Notice).

• Responsible for Leave of Absence processing.

Other

• Perform other duties as assigned to meet business needs.