Human Resources Manager Full Time

JOB SUMMARY

Human Resources Manager works with the Human Resources employees and the Operations Team on daily activities of the Human Resource Office including oversight of recruitment, total compensation, budgets, training, and development.  Additionally, he/she focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations, and operating procedures.

CANDIDATE PROFILE 

Education and Experience

• High school diploma or GED; 3 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; 1 year experience in the human resources, management operations, or related professional area.
• Financial management skills e.g., ability to analyze P&L statements, develop operating budgets.
• Strong skills: – Negotiation , collaboration , communication , strategic planning ,problem solving , decision-making.

CORE WORK ACTIVITIES

Managing Recruitment and Hiring Process

• Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed.
• Establishes and maintains contact with external recruitment sources.
• Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.
• Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.
• Oversees/monitors candidate identification and selection process.
• Provides subject matter expertise to property managers regarding selection procedures.
• Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.
• Performs quality control on candidate identification/selection.
• Administering of Assessments as per position
• Ensures background checks and references taken up as per policy are completed and work permits/social security numbers are verified in accordance with Marriott Standard Operating Procedures.
• Identifies local trends and implements an effective hiring process for the unit to secure the right talent for the right job in a quick and efficient manner.
• Ensures the area designated for completing employment applications is clean, well maintained, and accessible to individuals with disabilities.
• Monitors labor turnover by conducting exit interviews and compiling and analyzing monthly Labor Turnover Report.

Administering and Educating Employee Benefits

• Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors.
• Prepares, audits and distributes unemployment claim activity reports to property management.
• Attends unemployment hearings and ensures property is properly represented.
• Ensures that department has the available resources on hand to administer employee.
• Develops property wage scale and ensures compliance; conducts annual wage survey to ensure hourly rates of pay are competitive in the market; adjusts wages as necessary.
• Ensures wages are paid in accordance to regionally issued guidelines and local laws e.g., entry level rates paid to new hires, overtime provisions in place and separation pay.
• Ensures fair and equitable administration of pay increases for promotions, salary adjustments or merit increases.
• Ensures performance appraisal processes are in place, reviews are conducted in a timely manner and increases are processed.
• Equips managers with the necessary tools and resources to deliver associate job skills and service training. Ensures departmental orientation process is in place and associates receive the appropriate new hire training to successfully perform their job.
• Ensures all managers have a current Career Plan and that there is a Talent and Development and Succession Plan (TDAPS) in place for all management position

Participates in departmental daily stand-up meetings and models desired service behaviors in all interactions with guests and associates.

• Observes service behaviors of associates and provides feedback to individuals and/or managers; continuously focuses on improving guest service.
• Supports executive committee and department heads in identifying areas of service improvement. Partners with managers to develop corrective action plans.
• Conducts property training needs assessment and coordinates enrolment for core management training  programs, tracks and documents managers’ participation in training.
• Leads the development of associates, drives cross-training throughout the property and endorses cross-brand movement.
• Ensures development plans are in place in accordance with the performance appraisal process, goals are documented and progress towards goal achievement is measured.
• Ensures compliance training is conducted in accordance with HR Standards/HR Audit (e.g., Fire Safety Training, First Aid).
• Actively participates in the Regional HR Business Review Calls and HR Meetings.
• Uses Marriott Global Source and its associated sites as a reference and resource tool. Proposes new content to Regional Office.
• Develops and champions specific area/region wide HR activities which lead to the improvement of the HR discipline.
• Ensures that the Marriott orientation program is in place.
• Ensures effective associate communication channels are established and active in the property e.g., daily stand– up meetings, monthly departmental meetings, regularly scheduled hotel-wide meetings, bulletin boards and HR Diagnostics.
• Communicates hotel rules and regulations, the progressive discipline policy, Business Integrity Line and the Guarantee of Fair Treatment during orientation and via associate notice boards, other internal communication channels and Associate Handbook.
• Ensures progressive discipline training is provided to management staff and policy is consistently followed. Ensures proper documentation is maintained on all disciplinary issues.
• Is highly visible and interfaces with associates on a regular basis to obtain feedback on quality of Human Resources services levels and overall satisfaction; effectively responds to and resolves associate problems and complaints.