Marriott International is the world’s largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed. We believe a great career is a journey of discovery and exploration. So, we ask, where will your journey take you?
JOB SUMMARY
The Regional Human Resources Manager for the region will report directly to the Sr Regional Human Resources Manager for the region/business. As the lead Human Resources professional for the above property team, he/she carries out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, performance management, 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.
As a member of the regional/business Human Resources organization, he/she contributes a strong level of human resource generalist knowledge and skills to support the function for that particular region/business. He/she will be accountable for supporting the Regional HR Team in the following domains: talent acquisition, reporting & analytics, performance management, learning, work environment and communications.
BUSINESS CONTEXT: EXPECTED CONTRIBUTIONS
CORE WORK ACTIVITIES ABOVE PROPERTY
Managing the Human Resources Discipline
Executes and follows-up on engagement survey related activities.
Supports talent management in support of above property and region diversity strategy.
Implements and sustains Human Resources initiatives above property.
Coordinates the human capital review process above property(s) and supports succession planning activities as appropriate.
Creates value through proactive approaches that will affect performance outcome or control cost.
Monitors effective use of mHUB by managers and employees.
Responsible for Human Resources Day to day execution.
Serves as key change manager for initiatives that have high employee impact.
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.
Consults with hiring manager on compensation, benefits, etc.
Manages relationship with recruiting partner.
Supports Employee Compensation Strategy
Remains current and knowledgeable in the internal and external compensation and work competitive environments.
Support Sr Regional HRM in 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 annual internal equity analysis; reviews internal equity reports and surface issues needing resolution.
Supports quarterly and annual bonus cycle for above property leaders.
Managing Human Resources Activities
Ensures completion of the duties and responsibilities of the HR function including; recruitment, onboarding, payroll, benefits administration, learning, offboarding, etc.
Serves as resource to above property managers on employee relations questions and issues.
Continually reinforces positive employee relations concepts.
CORE WORK ACTIVITIES REGIONAL PROPERTY SUPPORT
Project Management: Lead projects/support at the direction of the RVPHR, Area Director of Human Resources and Sr Regional HRM, including planning, defining deliverables, measuring outcomes, and developing metrics, timelines and key milestones.
Talent Acquisition: Monitor property-level compliance with talent acquisition processes and assist with communications and follow up; analyze data
Performance Management: Assist with reporting and tracking compliance associated with the annual performance management cycle.
Organizational Capability: Responsible for assisting the RVPHR, ADHR and Sr Regional HRM in data analysis. This includes report generation, analyzing reports for trends and key metrics. Assisting the regional HR team in interpreting data. Distributing data to property HR leaders. Manages communication channels to property HR.
HR Leadership
Contribute to the execution of business priorities as set forth by the RVPHR of the region/business and Chief HR Officer of the continent.
Execute national human resource initiatives, strategies, policies and practices across the region.
Enhance the effective execution of the HR Business plan across region or business by facilitating communication, collaboration of efforts and sharing expertise.
Deliver sound results by coordinating implementations, tracking results, problem solving and leveraging efforts across the region.
Assist in tracking property-level compliance to regional, business and/or continent requirements.
Drive efforts to improve operational efficiencies.
Talent Acquisition
Monitor sourcing process and analyze related outcomes in partnership with the Talent Acquisition Center of Expertise (COE) and People Scout Talent Acquisition Services resources.
Monitor property-level compliance with Marriott’s talent acquisition processes
Monitor and analyze trends and performance to goals
Performance Management
Assist in collecting and analyzing the Human Capital Review (HCR) data and participate in succession planning activities as appropriate
Track and assist in the enforcement of LPA compliance
Organizational Capability
Assist the RVPHR, ADHR and Sr Regional HRM in data analysis.
Monitor key metrics and communicate trends to regional HR leaders
Assist with leadership to surface opportunities in work processes
Serve as key change leader for initiatives that have high associate impact
Create value through proactive approaches that will affect performance outcome or control cost
MANAGEMENT COMPETENCIES
Leadership
Adaptability – Maintains performance level under pressure or when experiencing changes or challenges in the workplace.
Communication – Conveys information and ideas to others in a convincing and engaging manner through a variety of methods.
Problem Solving and Decision Making – Identifies and understands issues, problems, and opportunities; obtains and compares information from different sources to draw conclusions, develop and evaluate alternatives and solutions, solve problems, and choose a course of action.
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 – Actively participates as a member of a team to move the team toward the completion of goals.
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 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 own assignments and suggests improvements to work processes to best fit the needs and/or support the goals of an organizational unit.
Talent Management – Provides support 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.
Technical Acumen – Understands and utilizes professional skills and knowledge in a specific functional area to conduct.
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.
At Marriott, we are committed to putting our associates first and their health and safety are our highest priorities. This position requires associates to be fully vaccinated for COVID-19 per current Public Health Agency of Canada standards or approved for a Human Rights accommodation.
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.
Notification to Applicants: Canada Regional Office takes seriously its obligations under provincial human rights and accessibility legislation (such as the Accessibility for Ontarians with Disabilities Act, 2005, the Accessibility for Manitobans Act, and Nova Scotia Accessibility Act). We are happy to provide accommodations to job applicants needing assistance. If you require an accommodation in relation to this job posting, our online application or an interview, please call 905-366-5227 or email [email protected] and a member of our Human Resources team will respond to your request. Please note that this phone number and email are only for those individuals who would like to request an accessibility accommodation as part of the recruiting process.
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