Director of Human Resources

Marriott • Goleta, CA

9h • Onsite

About The Position

The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, this role contributes a high level of human resource generalist knowledge and expertise for a designated property. The Director is accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. The position generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, the Director utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success. Marriott International is dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity, actively fostering an environment where the unique backgrounds of associates are valued and celebrated. The Ritz-Carlton, as part of Marriott International, focuses on creating exceptional guest experiences through its Ladies and Gentlemen, upholding "Gold Standards" such as the Employee Promise, Credo, and Service Values, and empowering associates to be creative, thoughtful and compassionate.

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.
• OR 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

• Executes and follows-up on engagement survey related activities.
• Champions and builds the talent management ranks in support of property and region diversity strategy.
• Translates business priorities into property Human Resources strategies, plans and actions.
• Implements and sustains Human Resources initiatives at the property.
• Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.
• Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.
• Creates value through proactive approaches that will affect performance outcome or control cost.
• Monitors effective use of myHR by property managers and employees.
• Leads and participates in succession management and workforce planning.
• Responsible for Human Resources strategy and execution.
• Serves as key change manager for initiatives that have high employee impact.
• Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.
• Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.
• Analyzes open positions to balance the development of existing talent and business needs.
• Serves as coach and expert facilitator of the selection and interviewing process.
• Surfaces opportunities in work processes and staffing optimization.
• Makes staffing decisions to manage the talent cadre and pipeline at the property.
• Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
• Monitors sourcing process and outcomes of staffing process.
• Ensures managers are competent in assessing and evaluating hourly staff.
• Remains current and knowledgeable in the internal and external compensation and work competitive environments.
• Leads the planning of the hourly employee total compensation strategy.
• Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
• Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.
• Creates and implements total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
• Ensures completion of the duties and responsibilities of the properties’ Human Resources staff members, as outlined in applicable job description(s).
• Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.
• Serves as resource to property Human Resources staff on employee relations questions and issues.
• Continually reinforces positive employee relations concepts.

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Number of Employees: 5,001-10,000 employees