HR Business Partner - Design Hotels

Job description

Job Number 24046513
Job Category Human Resources
Location Design Hotels Berlin office, One Marriott Drive, Berlin, Germany, Germany VIEW ON MAP
Schedule Full-Time
Located Remotely? N
Relocation? N
Position Type Management

JOB SUMMARY

Director of Human Resources will partner with the Senior Leadership Team (SLT) and the designated department leaders and their teams to translate business strategy into human resources practices that build organizational capability to meet business goals for Design Hotels.  As HR generalist the individual will lead the in-house HR team and will execute and manage all HR areas for Design Hotels, including but not limited to employer branding, planning, recruiting, contracting, onboarding, HR administration and operations, compensation & benefits, performance management, talent development, employee engagement, HR technology and projects, as well as internal communications. 

The Director of Human Resources is the ambassador of the brand and company towards external partners such as educational institutions and hotels. Internally, the individual embodies and transports the brand and vision of Design Hotels in the every-day job and in particular in onboarding of new talent.  This position will report directly to the VP HR EMEA and the Managing Director, Design Hotels and is responsible for the employees in all Design Hotels offices at the HQ in Berlin, and the branches in New York, Los Angeles, and Singapore. XPECTED CONTRIBUTIONS

Talent Management and Organizational Capability

·  Provide HR Generalist support to the organization; providing direct consultation on HR-related issues (talent development, staffing, compensation).
·  Partners with the SLT and senior leaders to develop and execute strategies that optimise organisational effectiveness.
·  Develop and deliver HR programs and services. Leverage partnership with MI HQ for systems, processes, and programs and align them with the culture and translate them into HR related initiatives.
·  Leads the implementation of key HR processes throughout the year (performance & compensation management, Engagement) and ensuring business partners understand implications of their recommendations and decisions.
·  Work with senior leaders to facilitate the development and implementation of initiatives that drive employee engagement and reinforce company culture.
·  Managing performance across teams and ensure that optimal decisions are made that protect and strengthen the Design Hotels culture and brand. 
·  Deploy plans to attract, develop and retain diverse top talent and ensure there is a pipeline of talent to fill key positions. Develop and execute the appropriate talent attraction strategies supporting senior leaders. Ensure open positions are advertised in appropriate venues to attract a diverse candidate pool.  Ensure employment ads comply with local laws and regulations.
·  Effectively manage the staffing processes and ensures interviews are conducted according to recommended guidelines, consistent screening criteria is used, and job-related questions are asked.
·  Assess current and future skill needs based on business priorities, develop plans and programs to address both talent and skill gaps. Work to ensure positions are filled with individuals best meeting the profile and job specification. Apply personal expertise in talent assessment to facilitate optimal staffing decisions and development planning for key jobs. 
·  Manage the HR team; inspire, train and develop the current HR & Culture Coordinator. 
·  Manage and support all HR Admin and HR Operations.
·  Partner with SLT and VP HR as appropriate to ensure that organizational structures are aligned with business goals, work processes and systems are efficient and can be leveraged across disciplines, and accountabilities are clearly defined and aligned with key priorities. Creating a shared vision with decisions to support HR initiatives  (compensation structure, bonus plan design, and job design) and supporting business goals.
·  Stay ahead of emerging business issues to determine strategic implications for talent management and organizational capability. 

Employee Relations

·  Lead SLT in identifying key drivers of employee satisfaction and assists the team in addressing issues with written plans and actions. Monitor and communicate progress against the plans to both management and hourly associates.  
·  Ensure an ‘open door’ policy to address employee problems or concerns in a timely manner, ensures employees are treated fairly and equitably and that issues are brought to resolution; bring issues to the attention of senior leadership as necessary. 
·  Maintain and foster close relationships with all employees. Work in partnership with the Work Council and ensure strong relationships and communication with all members and employees. 
·  Deliver against agreed action plans and change management programs to drive change and improvements in the working environment.  
·  Evaluate and implement new employee benefits aligned with Marriott benefits. 
·  Co-lead and drive the Impact and Diversity & Inclusion initiatives.
·  Manage annual Engagement Survey planning process, analyse output and put action plans in place. 
·  Manages relationships with payroll offices in Germany, Singapore and New York. Potentially transition Singapore and New York into the Marriott organizational structure. 
·  Create all employee contracts, supplements and other legal documents. 
·  Manage and execute all redundancy management activities and offboarding of employees. 

Discipline Talent Program Leadership for Europe 

·  Partners with the SLT and senior leaders to assess current and future discipline talent and organizational needs based on growth plans and business priorities for the global organization and develop plans. Works closely with the rest of the Continent HR team as needed to develop solutions and programs to address both discipline talent and skill gaps. 
·  Work with the SLT and senior leaders to identify, scope, design, and develop HR solutions to support talent and organizational aspects of key business initiatives for all global offices. Garner support from appropriate functions (Finance, legal advisers) to design, develop and deliver HR programs and serve as a sounding board to the SLT in their efforts to build enterprise solutions. 
·  Partner with the SLT and senior leaders to plan and implement change initiatives as required to drive business growth.
·  Create and implement a training and development program from Marriott online resources. 

Internal Communication 

·  Manage and develop the social intranet. 
·  Write and align with the Managing Director and SLT all internal communication via the Intranet.