Human Resources Manager -C

About the Role
The Director of Human Resources will report directly to the property General Manager and maintain a dotted-line reporting relationship to the Regional Senior Director of Human Resources, serving as an integral member of the property executive committee. This role demands a high level of human resource generalist expertise to manage talent acquisition, succession/workforce planning, performance management, and development for property employees. The Director will leverage technology, coach and develop others, and influence business objectives efficiently. Additionally, the role involves developing processes that align HR services with property and brand strategies to facilitate business success.

Candidate Profile
Education and Experience

• 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years of experience in human resources, management operations, or a related professional area.
  OR
• 4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years of experience in human resources, management operations, or a 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.
• 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 outcomes or control costs.
• 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 a high employee impact.
• Attends owners meetings as a member of the property executive committee, providing context to Human Resources results and demonstrating an understanding of owner priorities.
• Supervises one or more on-property Human Resources staff as well as market-based Human Resources Specialist 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 and benefits.
• Monitors 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 communication and proper use of total compensation systems, tools, programs, and policies.
• Participates in quarterly internal equity analysis; reviews internal equity reports and addresses resolution needs.
• Creates and implements total compensation management packages/offers, focusing on recognition and incentive programs aligned with property priorities.

Managing Staff Development Activities

• Ensures completion of duties and responsibilities of the property’s Human Resources staff members as outlined in applicable job descriptions.
• Ensures property Human Resources staff are adequately trained in all employee-related human resource information.
• Serves as a resource to property Human Resources staff on employee relations questions and issues.
• Continually reinforces positive employee relations concepts.

At this organization, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We foster an environment where the unique backgrounds of our associates are valued and celebrated. We are committed to non-discrimination on any protected basis, including disability or veteran status.