Multi-Property HR Manager - Waltham Abbey/Cheshunt Marriott (fixed term)

Full Time | Waltham Abbey, ENGLAND | about 1 month

Job Summary

Full Time
Waltham Abbey
Marriott

£63,500 Average salary of similar jobs | Check Salary...

Job Description


Multi-Property HR Manager - Waltham Abbey/Cheshunt Marriott (fixed term)
Primary Location
 GBR-Essex-Waltham Abbey-Waltham Abbey Marriott HotelView on map
Posting Date
 Sep 12, 2017 
Job Number
 17001X7A 
Job Category
 Human Resources 
Brand
 Marriott Hotels Resorts /JW Marriott 
Schedule
 Full-time Relocation? No Position Type Management  

Description

 
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.
 

Qualifications

 
JOB SUMMARY
This role is on a full time, fixed term basis from November 2017 for 12 months. Th e Multi-Property Human Resources Manager will report directly to the Cluster Director of HR with a dotted line to the Assistant Cluster Director of HR, along with an operational reporting relationship to the Multi-Property General Manager. He/she will be an integral member of the properties’ leadership teams.  As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for more than one property.  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 brand/business service strategy/initiatives and business objectives in the most efficient manner.  Utilises a Human Resource Business Plan aligned with business objectives to deliver HR services that enable business success.  As a member of multiple leadership teams, he/she develops and implements strategies across properties that deliver products and services to meet or exceed the needs and expectations of the brand’s target customer and property employees and provide a return on investment to the owner and broader organizational interests while developing and implementing efficiencies in a multi-unit environment.

 

CANDIDATE PROFILE

Skills and Knowledge

  • Knowledge of overall hotel operations as they affect department

  • Knowledge of governmental regulations and safety standards

  • Working knowledge of hotel laws governing operations

  • Strong organization skills

  • Ability to effectively manage labour productivity

  • Financial management skills e.g., ability to analyse P&L statements, develop operating budgets, forecasting and capital expenditure planning

  • Ability to use standard software applications and hotel systems

  • Strategic planning skills

  • Ability to creatively execute against the business strategy and drive results; can originate and invent new ways to create a unique guest experience and maximize revenue

  • Ability to take constructive action without relying on directions from others

  • Ability to network and build relationships to grow the business

  • Ability to exercise flexibility rather than rigid adherence to procedures in order to accomplish goals

  • Effective decision-making skills; can choose a course of action amongst options involving uncertainty or risk

  • Strong problem-solving skills; encourages new innovative solutions when appropriate

  • Strong communication skills (verbal, listening, writing)

  • Effective influence skills

  • Strong consensus building skills

  • Good negotiation skills

  • Effective change management skills

  • Strong customer and associate relation skills

 

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.

    Management Competencies

     


Leadership

  • Professional Demeanour - Exhibiting behavioural styles that convey confidence and command respect from others; making a good first impression and representing the business in alignment with its values.
  • Problem Solving and Decision Making - Identifying and understanding issues, problems, and opportunities; obtaining and comparing information from different sources to draw conclusions, develop and evaluate alternatives and solutions, solve problems, and choose a course of action.
  • Communication - Conveying information and ideas to others in a convincing and engaging manner through a variety of methods. Strong public presentation skills.
  • Adaptability - Maintaining performance level under pressure or when experiencing changes or challenges in the workplace. 

Managing Execution

  • Planning and Organizing - Gathering information and resources required to set a plan of action for self and/or others; prioritizing and arranging work requirements to accomplish goals and ensure work is completed.
  • Driving for Results - Setting high standards of performance for self and/or others; assuming responsibility for work objectives; initiating, focusing, and monitoring the efforts of self and/or others toward the accomplishment goals; proactively taking action and going beyond what is required
  • Building and Contributing to Teams - Leading and participating as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.

Building Relationships

  • Coworker Relationships - Interacting with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships. 
  • Customer Relationships - Developing and sustaining relationships based on an understanding of customer needs and actions consistent with business service standards.
  • Fostering Inclusion - Supporting associates with diverse styles, abilities, motivations, and/or cultural perspectives; leveraging personal differences to achieve objectives; and promoting a work environment where all associates are given the opportunity to contribute to their full potential.

Generating Talent and Organizational Capability

  • Talent Management - Providing guidance and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.
  • Organizational Capability - Evaluating and adapting the structure of organizational units, jobs, and work processes to best fit the needs and/or support the goals of an organizational unit.

 

Learning and Applying Personal Expertise

  • Applied Learning - Seeking and making the most of learning opportunities to improve performance of self and/or others.
  • Technical Acumen - Understanding and utilizing professional skills and knowledge in a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges

o    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.

o    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.

o    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. 

o    Employee Relations - Knowledge of the broad range of relationships that could impact an employee, employer, or applicant.  This includes knowledge of UK laws, company policies and practices, and ethical obligations to investigate, evaluate, and recommend an appropriate resolution to an employee or labor relations complaint.

o    Recruitment and Hiring - Ability to recruit, interview, and hire qualified candidates.  This includes knowledge of best practices for each stage of the selection system.

o    Training - The ability to perform training needs assessment analysis, develop training programs, and effectively delivering training modules to employees.

o    Payroll - Knowledge of principles and application of human resources hourly and management payroll methods and practices. 

o    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.

  • Business Acumen - Understanding and utilizing business information (e.g., data used in the Balanced Scorecard related to Employee Engagement, Guest Satisfaction, and Property Financial Performance) to manage everyday operations and generate innovative solutions to approach business and administrative challenges

o    Applied Business Knowledge - Evaluates market conditions, organizational objectives, and important aspects of the business to accurately diagnose market opportunities and threats; anticipates opportunities and threats, identify issues, and develop strategies and plans. Aligning individual and team actions with strategies and plans to drive business results.

o    Management of Capital Resources - Determines the appropriate allocation of money used to accomplish work goals, and submits expenses according to guidelines; appropriately utilizes and maintains equipment, facilities, and materials needed to perform work activities.

o    Administration and Management - Understands and applies the business and management information involved in strategic planning, resource allocation, human resources modelling, leadership techniques, production methods, and coordination of people and resources.

  • Basic Competencies - Fundamental competencies required for accomplishing basic work activities.

o    Basic Computer Skills - Using basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).

o    Mathematical Reasoning  - The ability to add, subtract, multiply, or divide quickly, correctly, and in a way that allows one to solve work-related issues.

o    Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.

o    Reading Comprehension - Understanding written sentences and paragraphs in work related documents.

o    Writing - Communicating effectively in writing as appropriate for the needs of the audience.


 

SPECIFIC DUTIES 

Leading and Managing Human Resources Operations

  • Attends internal meetings as a member of the property leadership teams and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, associate satisfaction, training initiatives, and results); and demonstrates an understanding of operational priorities.

  • Enhances the effective execution of the Human Resources Business Plan within both units by facilitating communication, collaboration of efforts and sharing expertise.

  • Delivers sound results by coordinating implementations, tracking results, problem solving, and leveraging efforts across units wherever possible.

  • Coordinates delivery of Cluster strategy across units to ensure cohesiveness and consistency.

  • Drives efforts to improve operational efficiencies across properties.

  • Translates business priorities into property Human Resources strategies, plans and actions.

  • Ensures that property Human Resources strategies, plans and actions are in alignment with Cluster Human Resources strategies and the overall strategic Human Resources framework for the organization.

  • Leads the planning, evaluation, resourcing, and follow-up of Engagement Survey (ES) related activities; in collaboration with the appropriate business and discipline partners.

  • Champions and builds the talent management ranks in support of Property and Cluster diversity strategy.

  • Serves as key change manager for initiatives that have high employee impact.

  • Monitors effective use of myHR by property managers and employees.

  • Creates value through proactive approaches that will affect performance outcome or control cost.

  • Coordinates and participates in succession planning activities in the market, as appropriate.

  • Leads implementation and sustainability of Human Resources initiatives.

     

    Managing the Staffing and Recruiting Process

  • Partners with property management to hire and train staff members who demonstrate strong functional expertise.

  • Serves as coach and expert facilitator of selection process and interviewing procedures.

  • Surfaces opportunities optimize Talent Acquisition work processes.

  • Analyzes open positions to balance the development of existing talent and business needs.

  • Makes decisions to manage the talent pipeline at the property.

  • Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.

  • Monitor s sourcing process and related outcomes.

  • Ensures managers are competent in evaluating and hiring hourly employees.

     

    Overseeing Benefits Education and Administration

  • 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 that need a resolution.

     

    Managing Employee Compensation Strategy

  • Documents and provides input to any out of guidelines management compensation adjustments for cluster approval.

  • Drives implementation of total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.

  • Keeps current and knowledgeable in the internal and external compensation and work competitive environments.

     

     

    Managing Staff Development Activities

  • Manages and collaborates with Work Environment Senior Manager to ensure work environment related activities are completed and issues are addressed.

  • Ensures 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 technology, process, and policy to appropriately respond to employee inquiries and anticipate employee needs.

  • Serves as resource to associates on employee relations questions and issues.

     

    OTHER

  • Performs other related tasks as assigned by management.
  • Complies with Marriott International Hotels Limited Regional Office policies and procedures.
  • Working hours as required to do your job but normally not less than 40 hours per week.


 
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.

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