Deputy Director of Human Resources

Job description

JOB SUMMARY

 

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, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property. He/she will be 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. He/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, he/she utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success.

 

CANDIDATE PROFILE 

 

Education and Experience

• 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.

 

CORE WORK ACTIVITIES

 

Managing the Human Resources Strategy

• 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.

 

Managing Staffing and Recruitment Process

• 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.

 

Managing Employee Compensation Strategy

• 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 implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.

 

Managing Staff Development Activities

• 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.

 

 

Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.

When you join the Sheraton family, you become a member of its global community. We’ve been a place to gather and connect since 1937. At Sheraton, associates create a sense of belonging in more than 400 communities around the world. We invite, we welcome, and we connect guests through engaging experiences and thoughtful service. If you’re a team player who is excited to deliver a meaningful guest experience, we encourage you to explore your next career opportunity with Sheraton. Join us on our mission to be ‘The World’s Gathering Place’. In joining Sheraton Hotels & Resorts, you join a portfolio of brands with Marriott International. Be where you can do your best work,​  begin  your purpose,  belong  to an amazing global​ team, and  become  the best version of you.