Director of Human Resources and Business Support

Marriott Hotels Resorts•Naples, FL

About The Position

The Director of Human Resources & Business Support is responsible for the daily execution of the Human Resources Business Plan designed to align with the properties strategic delivery of Human Resources services. This role demonstrates a high level of HR generalist knowledge and expertise used to successfully manage talent acquisition, succession and workforce planning, and performance management strategies daily. This position orchestrates development of property associates, use of technology efficiently, while coaching and developing others to help influence and execute business objectives in the most efficient manner. While generally working with considerable independence, the Director is creating processes aligned to meet broader business objectives. Additionally, this role utilizes the Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success.

Requirements

2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years’ experience in the human resources, management operations, or related professional area.
4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years’ experience in the human resources, management operations, or related professional area.

Responsibilities

Execute and monitors engagement survey related activities.
Champion and build the talent management ranks in support of property and region diversity strategy.
Translate business priorities into property Human Resources strategies, plans and actions.
Implement and sustain Human Resources initiatives at the property.
Facilitates the human capital review process and leads succession planning activities on property and in the market, as appropriate.
Collaborates the assessment of the property(s) leadership pipeline through the human capital review process and assists with follow-up.
Create value through proactive approaches that will affect performance outcome or control cost.
Monitor effective use of Human Resources Management System tools by property managers and associates .
Advocates Human Resources strategy and execution.
Serves as a resource for initiatives that have high associate impact.
Manages one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.
Analyze open positions to balance the development of new and existing talent and business needs.
Serve as coach and skilled facilitator of the selection and interviewing process.
Surface opportunities in work processes and staffing optimization.
Make staffing recommendations to manage the talent cadre and pipeline at the property.
Recommends staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation package.
Monitor sourcing process and outcomes of staffing process.
Validates managers are competent in assessing and evaluating hourly staff.
Remain current and knowledgeable in the internal and external compensation and work competitive environments.
Support the planning of the hourly associate total compensation strategy.
Champion the communication and proper use of total compensation systems, tools, programs, policies, etc.
Aides in quarterly internal equity analysis; reviews internal equity reports, and surfaces issues needing resolution.
Supports the creation and implementation of total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
Validates completion of the duties and responsibilities of the properties’ Human Resources staff members, as outlined in applicable job description(s).
Verify property Human Resources staff is properly trained in all associate-related human resource information to appropriately respond to property associates.
Serve as resource to property Human Resources staff on associate relations questions and issues.
Continually reinforces positive associate relations concepts.