Human Resources Director - Front Line Leader

Job Family: Human Resources

POSITION SUMMARY

Job Title:                      Human Resources Director – Senior Leader

Reports to:                   Area Director of Human Resources Spain

Department:                 Human Resources

Career Band:                Blue

CRITICAL TASKS

JOB SUMMARY

The HR Director executes strategies that serve to lead and work with the Human Resources team and its daily operations. HR director manages the carry out the daily activities of the Human Resources Office including oversight of recruitment, total compensation, employee relations, training and development, association/labor relations, and performance management.  Additionally, the HR Director 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. This role reports directly to the Area Director of Human Resources Spain and has a dotted line to the General Manager Resort Operations at the Marriott’s Marbella Beach Resort.

Education and Experience

• High school diploma or GED; 5 years’ experience in the human resources, management operations, or related professional area.

OR

• 4-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.

LANGUAGES:

• Fluent English and Spanish are required.

Leading and Monitoring Recruitment and Hiring Activity

• Ability to recruit, interview and hire qualified candidates. This includes knowledge of best practices for each stage of the selection system.
• 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.
• 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 vendor partner’s performance regarding applicant sourcing and selection.

Administering and Providing Education Related to Employee Benefits

• Sources new vendors or suppliers of employee benefits and manages the preparation and distribution regularly of the benefits newsletter.
• Ensures that department has the available resources on hand to administer employee benefits.

Managing Employee Development

• Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job.
• Ensures employees are cross-trained to support successful daily operations.
• Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate.
• Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture.
• Ensures attendance by all new hires and participation of the leadership team in training programs
• Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.

Maintaining Employee Relations

• Establishes and maintains open, collaborative relationships with employees.
• Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings).
• Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action.
• Utilizes an “open door” policy to acknowledge employee problems or concerns in a timely manner
• Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources.
• Partners with department managers, health and safety committee members and Loss Prevention to conduct employee accident investigations, as necessary.
• Communicates performance expectations in accordance with job descriptions for each position.

Managing Legal and Compliance Practices

• Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.
• Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act.
• Ensures medical records are maintained in a separate, secure and confidential medical file.
• Communicates property rules and regulations via the employee handbook.
• Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc.
• Helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.
• Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications).
• Ensures disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and support peer review process.
• Administers property policies fairly and consistently.
• Ensures Guarantee of Fair Treatment policy is consistently followed, and proper documentation is maintained on all disciplinary issues.
• Attends unemployment hearings and ensures property is properly presented.
• Ensures compliance on all human resources audits.

Leadership

• Adaptability - Determines how change impacts self and others; displays flexibility in adjusting priorities; and communicates both the reasons for change and how it impacts the workplace. 

• Communication - Customizes approach to conveying complex information and ideas to others in a convincing and engaging manner; appropriately interprets verbal and non-verbal behavior; and models active listening to ensure understanding

• Problem Solving and Decision Making - Models and coaches others on breaking complex issues into manageable parts, identifying and evaluating alternatives and their implications before making decisions, and involving and gaining agreement from others when making key decisions.

• Professional Demeanor - Exhibits behavioral styles that convey confidence and command respect from others; makes a good first impression and represents the company in alignment with its values.

Managing Execution

• Building and Contributing to Teams - Leads and participates as a member of a team to move the team toward the completion of common goals while fostering cohesion and collaboration among team members.

• Driving for Results - Sets high standards of performance for self and/or others; assumes responsibility for work objectives; initiates, focuses, and monitors the efforts of self and/or others toward the accomplishment goals; proactively takes action and goes beyond what is required.

• Planning and Organizing - Gathers information and resources required to set a plan of action for self and/or others; prioritizes and arranges work requirements for self and/or others to accomplish goals and ensure work is completed.

Building Relationships

• Coworker Relationships - Interacts with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships. 

• Customer Relationships - Develops and sustains relationships based on an understanding of customer needs and actions consistent with the company’s service standards.

• Global Mindset - Supports employees and business partners with diverse styles, abilities, motivations, and/or cultural perspectives; utilizes differences to drive innovation, engagement and enhance business results; and ensures employees are given the opportunity to contribute to their full potential.

Generating Talent and Organizational Capability

• Organizational Capability - Evaluates and adapts the structure of team assignments and work processes to best fit the needs and/or support the goals of an organizational unit.

• Talent Management - Provides guidance and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.

Learning and Applying Professional Expertise

• Applied Learning - Seeks and makes the most of learning opportunities to improve performance of self and/or others.

• Business Acumen - Understands and utilizes business information to manage everyday operations and generate innovative solutions to approach team, business, and administrative challenges.

• Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges

• Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training and development, compensation and benefits, labor relations and negotiation, and personnel information systems.

• Compensation and Benefits - The knowledge of principles, regulatory laws, and application of human resources compensation and benefit methods, including workers compensation and work accident procedures.

• EEO - Knowledge of federal, state, and local laws and regulations that affect employment.  This includes the ability to administer and monitor Affirmative Action programs and analyzing diversity reports. 

• Associate Relations - Knowledge of the broad range of relationships that could impact an employee, employer, or applicant.  This includes knowledge of federal and state laws, company policies and practices, and ethical obligations to investigate, evaluate, and recommend an appropriate resolution to an employee or labor relations complaint.

• Recruitment and Hiring - Ability to recruit, interview, and hire qualified candidates.  This includes knowledge of best practices for each stage of the selection system.

• Training - The ability to perform training needs assessment analysis, develop training programs, and effectively delivering training modules to employees.

• Payroll - Knowledge of principles and application of human resources hourly and management payroll methods and practices. 

• Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.

• Basic Competencies - Fundamental competencies required for accomplishing basic work activities.

• Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).

• Mathematical Reasoning - Demonstrates ability to add, subtract, multiply, or divide quickly, correctly, and in a way that allows one to solve work-related issues.

• Oral Comprehension - Demonstrates ability to listen to and understand information and ideas presented through spoken words and sentences.

• Reading Comprehension - Demonstrates understanding of written sentences and paragraphs in work-related documents.

• Writing - Communicates effectively in writing as appropriate for the needs of the audience.

Marriott Vacations Worldwide is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.