Recruitment Manager

Marriott•Washington, DC

5d•$65,000 - $68,000•Onsite

About The Position

The Recruitment Manager leads the full-cycle recruitment process for management and line-level positions at The Potomac Hotel, partnering with department leaders to develop sourcing strategies, identify and screen qualified candidates, and coordinate an organized selection process from opening through hire. The role also has primary responsibility for planning, coordinating, administering, and facilitating the hotel’s New Hire Orientation program. As an individual contributor on the Human Resources team, the Recruitment Manager provides secondary support for training, benefits, employee relations, and other HR initiatives as business needs require. The position reports to the Assistant Director of Human Resources. This position is fully on-site at The Potomac Hotel in Washington, D.C. It may require attendance at off-site recruiting activities, career fairs, school events, and community sourcing events, as well as occasional evening and weekend work to support recruiting events, orientation, and hotel business needs. The role requires flexibility to manage a fast-paced workload and adjust priorities as staffing and operational needs change. The hotel is owned and operated by independent franchisee Pyramid Global Hospitality, which is a separate employer from Marriott International, Inc. The franchisee controls the hotel’s employment policies and practices.

Requirements

Three to five years of recruiting or talent acquisition experience is preferred but not required.
Demonstrated ability to source, screen, and assess candidates effectively.
Strong interpersonal and relationship-management skills, including the ability to build productive partnerships with hiring managers and external recruiting partners.
Strong organizational skills and the ability to manage multiple open positions, candidates, deadlines, and competing priorities simultaneously.
Excellent written and verbal communication skills, including confidence facilitating presentations and New Hire Orientation.
Sound judgment and discretion when handling confidential employee and candidate information.
Working knowledge of recruiting and employment practices and an understanding of consistent, compliant selection processes.
Comfort using recruiting technology, professional networking platforms, and standard business software.
Ability to work independently and collaborate effectively as part of a broader Human Resources team.
Ability to attend off-site recruiting activities, career fairs, school events, and community sourcing events as needed.
Flexibility to work occasional evenings and weekends to support recruiting events, New Hire Orientation, and hotel business needs.
Ability to manage a fast-paced workload and adjust priorities in response to changing staffing and operational needs.

Nice To Haves

Bachelor’s degree in Human Resources, Hospitality Management, Business Administration, or a related field preferred; relevant professional experience may be considered in lieu of formal education.
Previous recruiting experience within the hotel or hospitality industry is strongly preferred.
Experience recruiting for both hourly/line-level and management roles is strongly preferred.
Experience with Workday recruiting or applicant-tracking functionality is a plus.

Responsibilities

Manage recruitment for management and line-level positions across hotel departments, addressing immediate vacancies and longer-term staffing needs.
Partner with department leaders to understand position requirements, staffing priorities, candidate profiles, and recruiting challenges.
Manage job postings and applicant activity through Workday, keeping recruiting information and candidate statuses accurate and current.
Develop and execute sourcing strategies to generate qualified candidate pipelines for current and anticipated openings.
Source candidates through channels such as LinkedIn, hospitality schools, community organizations, job fairs, employment events, employee referrals, and staffing partners.
Review applications and resumes, conduct initial screenings, assess qualifications and job fit, and advance qualified candidates to department leaders for interviews.
Communicate with hiring managers to facilitate timely interviews, feedback, selection, and hiring decisions.
Coordinate candidate communications and maintain a professional, timely applicant experience.
Following department leaders’ verbal offers, manage formal offers and subsequent pre-employment and onboarding requirements.
Coordinate applicable background checks and other pre-employment processes, ensuring required steps are completed before hire.
Support internal recruitment, transfers, and promotions through the appropriate selection process.
Build productive relationships with staffing agencies, recruiting vendors, schools, community partners, and other external talent sources.
Represent the hotel at job fairs, community sourcing events, school recruiting activities, and other talent-acquisition events.
Maintain recruiting records, reports, and data; monitor activity and use available information to identify staffing needs, sourcing opportunities, and process improvements.
Evaluate recruiting practices and recommend improvements to efficiency, candidate quality, hiring-manager partnership, and the recruitment process.
Plan, coordinate, administer, and facilitate the hotel’s New Hire Orientation program.
Maintain and improve orientation content, presentations, materials, schedules, and supporting resources.
Coordinate hotel leaders and other presenters to provide an organized and effective orientation experience.
Ensure new-hire documentation and onboarding activities are completed accurately and on schedule.
Partner with department leaders and HR colleagues to support a smooth transition from candidate to employee.
Evaluate New Hire Orientation and recommend enhancements to its content, delivery, and overall new-hire experience.
Support fair, consistent, and legally compliant recruiting and selection practices in accordance with applicable federal and District of Columbia employment requirements.
Promote consistent interviewing and candidate-assessment practices across departments.
Maintain recruitment documentation and accurately record required information in Workday.
Partner with HR leadership on recruiting policies, procedures, practices, and compliance requirements.
Maintain confidentiality of candidate, employee, and business information.
Provide secondary support for training and development, benefits administration, employee relations, employee programs, and other HR activities as assigned.
Participate in departmental projects and hotel-wide HR initiatives as business needs require.
Serve as a collaborative resource to employees and leaders while exercising professional judgment and maintaining confidentiality.