Human Resources Manager

Job description

Marriott International portfolio of brands includes both JW Marriott and Marriott Hotels.

Marriott Hotels , Marriott International's flagship brand with more than 500 global locations, is advancing the art of hosting so that our guests can travel brilliantly. As a host with Marriott Hotels, you will help keep this promise by delivering premium choices, sophisticated style, and well-crafted details. With your skills and imagination, together we will innovate and reinvent the future of travel.

JW Marriott is part of Marriott International's luxury portfolio and consists of more than 80 beautiful properties in gateway cities and distinctive resort locations around the world. JW believes our associates come first. Because if you're happy, our guests will be happy. It's as simple as that. Our hotels offer a work experience unlike any other, where you'll be part of a community and enjoy a true camaraderie with a diverse group of co-workers. JW creates opportunities for training, development, recognition and most importantly, a place where you can really pursue your passions in a luxury environment. Treating guests exceptionally starts with the way we take care of our associates. That's The JW Treatment™.

DUTIES & RESPONSIBILITIES

Recruitment and Selection
· Oversees the advertisement of open positions in appropriate venues / media to attract a diverse candidate pool. Ensures applicant tracker is maintained and employment adverts comply with legislation.
· Ensures the open position listing is in visible location for both internal and external candidates and is updated in accordance with Human Resource Standard Operating Procedures.
· Establishes and maintain contact with external recruitment sources e.g., job centre, local colleges, recruiting agencies and community based organizations. Attends job fairs where applicable and necessary as part of the recruitment strategy.
· Networks with local organizations (e.g., Hotel Association) and peers to source candidates for current or future openings.
· Monitors applicant flow and new hire for diversity
· Ensures interviews are conducted according to recommended guidelines, consistent screening criteria is used, and only job-related questions are asked.
· Oversees the selection/non-selection and offer processes to ensure proper procedures are followed e.g., valid reasons for selection/non-selection are stated on screening cards and applicants receive status notifications.
· Ensures all necessary and local screening and background checks are completed and social security numbers are verified in accordance with Marriott Standard Operating Procedures and local legislation.
· Ensures the area designated for completing employment applications is clean, well maintained and accessible to individuals with disabilities.

Total Compensation
· Ensures new hires and eligible associates enrol in benefit plans and communicates changes to the benefit plans in a timely manner; coordinates the annual enrolment process.
· Manages associate benefit eligibility review process and changes associates status as necessary; communicates change in status to affected associates.
· Educates HR team on the various types of benefits available and eligibility requirements. Trains team to trouble shoot benefit problems associates may encounter and assists associates in resolving benefits related issues.
· Provides an overview of associate benefits to the management team enabling them to educate their associates and answer routine questions.
· Works with the job centre / other unemployment services provider to respond to unemployment claims.
· Ensures that department has the available resources on hand to administer associate benefits e.g., Access to Marriott Global Source, Associate Handbook & benefits guides, Manager guides to benefits.
· Administers non-management wage scale and ensures compliance; conducts annual wage survey through Cubiks/or similar to ensure non-management rates of pay are competitive in the market; provides recommendations for adjustments to Director of Human Resources / Cluster Director of Human Resources
· Ensures wages are paid in accordance to Regional guidelines and legislation.
· Ensures management and non-management performance appraisal processes are in place, reviews are conducted in a timely manner, and increases are processed.
· If applicable manages / overseas payroll administration

Training and Development
· Ensures coordination and facilitation of new hire orientation program, to generate a positive first impression for associates and emphasize the importance of guest service in the Marriott culture; ensures attendance by all new hires and participation of the leadership team.
· Collaborates with management team to ensure departmental orientation processes are in place and associates receive the appropriate new hire training to successfully perform their job.
· Coordinates enrolment for all core training programs; tracks and documents managers' participation in training in PeopleSoft HRMS.
· Tracks and publishes the transfers and promotions of associates.
· Facilitates and/or ensures compliance training is conducted in accordance with Standard Operating Procedures (e.g., Health & Safety and any other applicable statutory training).

Associate Relations
· Assists in maintaining effective associate communication channels in the property e.g., develops daily communications, tracks monthly departmental meetings, assists with regularly scheduled hotel-wide meetings and maintains bulletin boards.
· Communicates hotel rules and regulations, such as the Guarantee of Fair Treatment, Performance Management Process, Appraisal process during orientation and via an associate handbook.
· Reviews progressive discipline documentation for accuracy and consistency. Checks for supportive documentation and forwards information to DHR / Cluster Director of Human Resources to determine appropriate action.
· Utilizes an “open door” policy to acknowledge associate problems or concerns in a timely manner, ensures associate issues are referred to either the DHR / Cluster Director of Human Resources or Department Manager for resolution.
· Ensures exit interviews are conducted on all voluntary separations, tracks results and shares information with DHR / Cluster Director of Human Resources.
· Assists with the administration of recognition programs for non-management and management associates; provides suggestions to improve existing programs or introduces new concepts to maintain associate interest and involvement.
· Monitors work environment for signs of union organization. Assists in publicizing and enforcing uniform standards policies. Continually exemplifies and supports these policies through their actions.

Loss Prevention
· In conjunction with Loss Prevention department ensures all safety and security policies (e.g., property removal, lost and found items, accident reporting, hygiene) are communicated to associates on a regular basis through orientation, hotel meetings, bulletin boards etc.
· Partners with Loss Prevention to conduct accident investigations as necessary.
· Ensure representation of Human Resources at the Hotel Safety Committee, helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.

Human Resources - Department
· Manages the recruitment process in the interviewing and hiring of Human Resource associate team members with the appropriate skills.
· Supports a departmental orientation program for associates to receive the appropriate new hire training to successfully perform their job. Ensures associates are cross-trained to support successful daily operations.
· Uses all available on the job training tools for associates; supervises on-going training initiatives and conducts training when appropriate.
· Communicates performance expectations in accordance with job descriptions for each position.
· Participates in the associate performance appraisal process, providing feedback as needed.
· Establishes and maintains open, collaborative relationships with associates and ensures associates do the same within the team.

· Actively solicits associate feedback, utilizes an “open door” policy, and reviews associate satisfaction to identify and address associate problems or concerns. Brings issues to the attention of the department manager and Human Resources as necessary.
· Participates in associate progressive discipline procedures. Ensures hotel policies are administered fairly and consistently, disciplinary procedures and documentation are completed according to Standard, Regional and Local Operating Procedures.
· Ensures that regular on-going communication is happening with associates to create awareness of business objectives and communicates expectations, recognizes performance and produces desired business results.
· Celebrates successes and publicly recognizes the contributions of team members; ensures associate recognition is taking place on all shifts. Helps maintain an on-going departmental associate recognition program.

Administration
· Manages the HR team to ensure associate files contain required paperwork (e.g., employment application, reference checks, tax forms, Information Protection Agreement, job description), are properly maintained, and secured.
· Ensures terminated associate files are retained for the required length of time.
· Ensures compliance with procedure for accessing, reviewing, and auditing associate files and ensures compliance with the Data Protection Act
· Responsible for the management of the associate accommodation in accordance with Local Standard Operating Procedures (SOPs and LSOPs)
· Stores and maintains Corporate, Regional and Local Standard Operating Procedures
· Develops and maintains property job descriptions and personal specifications.
· Supports the maintenance of the Human Resource Information System in accordance with Human Resources Standard Operating Procedures.
· Ensures all work permit and immigration documentation is properly recorded, filed and updated in accordance with the legislation. Takes appropriate action with individuals who are unable to provide valid documentation
· Ensures proper documentation of all progressive disciplinary action is kept in associate file.
· Ensures performance evaluations and merit increase paperwork are maintained in associate files.
· Ensures all regulatory information is posted as required by legislation.

Other
· Supports the Cluster Director of Human Resources/Director of Human Resources as and when required. Duties may include application of the disciplinary process, investigatory meetings, training of new standard processes and procedures. Performs other duties as assigned to meet the business need

Desired profile

Qualifications :

JOB SUMMARY

As a member of the property Human Resources support staff, he/she works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, and training and development. Additionally, he/she 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.

CANDIDATE PROFILE

Education and Experience

• High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area.

OR

• 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area.

CORE WORK ACTIVITIES

Managing Recruitment and Hiring Process

• Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed.

• 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.

• Oversees/monitors candidate identification and selection process.

• 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 candidate identification/selection.

Administering and Educating Employee Benefits

• Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors.

• Prepares, audits and distributes unemployment claim activity reports to property management.

• Attends unemployment hearings and ensures property is properly represented.

• Ensures that department has the available resources on hand to administer employee.

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

• 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/Multi-Property Director of Human Resources.

• Partners with 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.

• Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable).

• 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.

• Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims.

• Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.

• Manages Workers Compensation claims to ensure appropriate employee care and manage costs.

• 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).

Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.