Area Director Human Resources III

Marriott Vacations Worldwide•Puhi, HI

1d•Hybrid

About The Position

The Area Director, Human Resources III (ADHR) provides strategic Human Resources (HR) leadership to multi-site operations within their designated area, reporting to the Vice President, Human Resources. The ADHR offers proactive support, advice, and solutions to business leaders on all people-related matters. The ADHR reports to the Assistant Vice President Human Resources (AVP HR) and collaborates with HR Centers of Excellence (COE) teams. Within their area, the ADHR works closely with field and regional leaders to facilitate the implementation and management of HR programs, plans, and policies. The ADHR assists the AVP HR in building people and business strategies to improve organizational effectiveness and drive business performance, integrating HR capabilities and business needs to enable successful execution of business and people strategies, ensuring consistency and compliance across all locations within their designated area. The ADHR serves as the HR Generalist for a large geographic area, typically across multiple sites/locations, and is expected to travel up to 60% of the time.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field or relevant experience required
At least 10 years of progressive HR Generalist/HR Business Partner experience in a management role.
Experience in a multi-unit and/or multi-state environment preferred.
Experience as a generalist in all aspects of Human Resources including Associate Relations, Compensation and Benefits, Talent Acquisition, Training, Organizational Development, and Diversity or experience as a specialist in one of these HR functional areas.
Strong leadership, management, and communication skills providing an environment where associates are empowered and led to an aligned action or purpose.
Exceptional skills at building and nurturing relationships at all levels of the organization through collaboration, negotiation, and mentoring.
Strong ability to proactively influence and shape the thinking of leadership that drives the right type of decision making to garner positive business results.
Strong knowledge of human resources policies, practices, and procedures as well as labor laws and governmental regulatory compliance.
Strong knowledge of assessment tools and incentive programs, as well as training methodologies.
Excellent communication, presentation, and facilitation abilities across all associate levels.
Skilled in decision-making and conflict resolution in a fast paced, continuously changing, customer focused environment.
Passion for strategic involvement in the creation and execution of departmental and division-wide goals and objectives.
Knowledge of HR trends and practices within the industry and geographical location(s).
High level of confidentiality, judgment, and ethical integrity.
Proficiency in Microsoft Office and HRIS platforms (Workday preferred).
Ability to travel up to 60% as needed.

Nice To Haves

Master’s degree in Industrial/Organization Psychology, Business Administration, or Human Resources Management preferred.
Professional HR certification (PHR/SPHR or SHRM – CP/SCP) preferred.
Experience in Vacation Ownership, Hospitality or Vacation Ownership Sales and Marketing preferred.

Responsibilities

Provides strategic Human Resources support to Regional and site teams.
Proactively identifies Human Resources Management needs, develops, and implements strategies for addressing and resolving associate and business needs.
Acts as an HR Business Partner and internal consultant to managers and associates at all levels by providing a full range of human resources support, guidance, and direction.
Fosters continuous improvements in the HR and field organizations by analyzing processes, monitoring effectiveness, and making recommendations for changes and enhancements.
Assists with division Human Resources projects and initiatives from inception to completion.
Partners with corporate COEs (Talent Management, Talent Acquisition, Benefits, Compensation, HRIS, HR Compliance, Change Management, Internal Communications, and Associate Relations) to develop and deliver comprehensive, cohesive, and consistent HR programs.
Reviews and ensures appropriate staffing plans and programs are designed to best identify talent within and outside the Company are executed in the market/region to meet the need of the business.
Champions the associate on-boarding process for newly hired associates to ensure a smooth transition and introduction to the company.
Partners with the Talent Management team as needed for associate training and education programs, including identifying Leadership training needs.
Provides consultation and assistance as needed to manage the Engagement Survey across each discipline.
Leads the execution of the Human Capital Review process within his/her area in partnership with the Talent Manager.
Partners with Talent Manager in talent development, performance and career coaching, and succession management among the associates within his/her designated market/region.
Drives execution of the Leadership Performance Process among the managers and their direct reports.
Manages job elimination and the mutually agreed-upon separation process, including development of business justification, risk assessment, and obtaining necessary approvals.
Makes recommendations and ensures that decisions do not expose the Company to undue risk.
Assists HR COEs in the design, development, and implementation of division and discipline specific initiatives.
Works in partnership with the Talent Manager and discipline specific strategic training representatives to identify, plan, and implement training and development needs and activities for management and hourly associates.
Collaborates with Compensation team to ensure appropriate internal and external pay equity.
Supports site leadership and COEs in implementing compensation programs, benefits, and incentive programs.
Partners with the Compensation COEs in market strategic planning, analysis, and implementation of compensation programs, benefits, and incentive programs.
Understands and responds to concerns regarding employment agreements, contracts, commission schedules, and compensation plans.
Partners with the Compensation COEs for the implementation of annual compensation programs (e.g., merit, stock, and bonus).
Partners with the Compensation COE for the implementation of annual Management compensation programs.
Partners with the Compensation COE for the implementation of annual hourly compensation evaluation/analysis/planning process.
Proactively monitors the area/region for compensation trending, providing feedback to COE and site leadership.
Partners with the Associate Relations Center of Excellence (COE) to ensure consistent, compliant, and equitable application of associate relations practices.
Engages leadership and promotes the desired workplace culture.
Advises and coaches leaders on mitigation of organizational people risk.
Provides consultation to site/resort leadership in support of creating and maintaining a positive work environment for associates, in collaboration with field HR managers, if applicable.
Advises leaders on effective employee communication strategies and supports leader-led discussions aligned with enterprise standards.
Reviews associate relations documentation (e.g., progressive discipline materials) in collaboration with the Associate Relations COE to ensure accuracy, consistency, and appropriate supporting documentation.
Supports leaders, in coordination with the Associate Relations COE, in addressing and monitoring improvement plans related to matters escalated through the Business Integrity Line and Guarantee of Fair Treatment processes.
Reviews Associate Engagement Survey (AES) results across designated locations to identify trends, risks, and priority focus areas, and provide insights to leaders and the Associate Relations COE.
Partners with Associate Relations COE to support planning, evaluation, resourcing, and follow-up of AES activities.
Supports leaders, in coordination with the Associate Relations COE, by reinforcing expectations for manager accountability and providing guidance on improvement actions for areas that do not meet established AES standards or metrics.
Interprets and effectively communicates HR policies and procedures to all levels of the organization.
Provides a systemic approach to ensure compliance to HR policies as required by federal, state, and Marriott Vacations Worldwide regulations (audits, tracking systems, data review, etc.).
Develops, reviews, and monitors systems, procedures, and processes within departments to ensure compliance and/or proper application of company policies and governmental regulations including but not limited to Title VII, FLSA, FMLA, and ADA.
Anticipates, provides guidance on, and assesses risk on complex associate relations decisions and actions ensuring consistency, fairness, and limited exposure to the Company.
Performs other reasonable job duties as requested.