About the Role
In this strategic position, you will function as the Strategic Human Resources Business Partner for several properties within the cluster. Acting as the prime HR resource for the Cluster General Manager, you will serve as a leader, guide, and mentor to the Directors of Human Resources and Human Resources Managers at other hotels within the cluster. Your primary goal will be to develop and implement strategies to attract, develop, and retain diverse premier talent, enabling the successful implementation of hotel strategies. You will focus on supporting the brand service strategy and implementing brand initiatives, utilizing a Human Resources Business Plan that aligns with hotel, brand, and Regional HR strategies. As part of the Executive Committee, you will be responsible for developing and implementing hotel-wide strategies that meet or exceed the expectations of both the brand’s target customers and property associates. Additionally, you will ensure a return on investment to the owner and the company, visiting each property at least quarterly and conducting an annual HR audit at each hotel.
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Candidate Profile
Education and Experience
- 2-year degree from an accredited university in Human Resources, Business Administration, or a related major; plus 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 a related major; plus 2 years of experience in human resources, management operations, or a related professional area.
Core Work Activities
Leading and Managing Human Resources Strategy
- Attend owners’ meetings and provide meaning or context to the Human Resources results and demonstrate an understanding of owner priorities.
- Enhance the effective execution of the Human Resources Business Plan by facilitating communication and collaborative efforts while sharing expertise.
- Deliver results by coordinating implementations, tracking results, problem-solving, and leveraging efforts across units wherever possible.
- Ensure cohesiveness and consistency of strategies across all properties.
- Translate business priorities into property Human Resources strategies, plans, and actions.
- Partner with Regional Senior Director of Human Resources to ensure alignment of property Human Resources strategies with regional strategies and overall organizational framework.
- Lead planning, evaluation, resourcing, and follow-up of Engagement Survey activities in collaboration with business partners.
- Champion and build diverse talent management ranks in support of Property and Region diversity strategies.
- Serve as key change manager for employee-impacting initiatives.
- Monitor effective use of myHR by property managers and employees.
- Create value through proactive approaches affecting performance outcomes or controlling costs.
- Coordinate and participate in succession planning activities as appropriate.
- Lead implementation and sustainability of Human Resources initiatives.
Managing the Staffing and Recruiting Process
- Partner with property management to hire and train Human Resources staff with strong functional expertise and leadership skills.
- Serve as a coach and expert facilitator for the selection process and interview procedures.
- Analyze open positions to balance existing talent development with business needs.
- Develop staffing strategies in collaboration with hiring managers regarding hiring practices, compensation, and benefits.
- Monitor the sourcing process and related outcomes.
- Oversee interviewing and selection practices and train managers accordingly.
Overseeing Benefits Education and Administration
- Lead the planning of the hourly employee total compensation strategy.
- Champion communication and proper use of total compensation systems, tools, programs, and policies.
- Participate in quarterly internal equity analyses; review internal equity reports and surface resolution issues.
Managing Employee Compensation Strategy
- Prepare, analyze, distribute, and act on results of Internal Equity and Compensation Ratio reports.
- Document and provide input on out-of-guidelines management compensation adjustments for regional approval.
- Drive the implementation of total compensation management packages and recognition and incentive programs aligning with property priorities.
- Stay current and knowledgeable about internal and external compensation and workplace competitive environments.
Managing Staff Development Activities
- Collaborate with Work Environment Senior Manager to ensure completion of work environment-related activities and address issues.
- Oversee the training of Human Resources staff in all employee-related technology, processes, and policies to respond to employee inquiries effectively.
- Serve as a resource to property Human Resources staff on employee relations questions and issues.
