Director of Human Resources

2 weeks ago

Riyad Al Khabra, Saudi Arabia Marriott International Full time

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
  1. 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.
Managing Staffing and Recruitment Process
  • Analyzes open positions to balance the development of existing talent and business needs.
  • Serves as a 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 the hiring manager on compensation, benefits, etc.
  • Monitors the sourcing process and outcomes of the 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 implements total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
Managing Staff Development Activities
  • Ensures the 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 a 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.


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