Home Jobs Vacancy! Human Resources At Marriott International

Vacancy! Human Resources At Marriott International


A Director of Human Resources is needed at Marriott International – Our client, Four Points by Sheraton Lagos, Where timeless classics are woven with modern details. Where business meets pleasure. Where even when you’re global, you can experience the local. Designed for the independent traveler seeking balance, there’s Four Points.

Role 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.

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.
-Serves as key change manager for initiatives that have high employee impact.
-Attends owners meetings as a member of the property executive committee and provides meaning or context to the -Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.
-Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.
-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.
-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.
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.
-Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
-Monitors sourcing process and outcomes of staffing process.
-Ensures managers are competent in assessing and evaluating hourly staff.
-Surfaces opportunities in work processes and staffing optimization.
-Makes staffing decisions to manage the talent cadre and pipeline at the property.
Managing Employee Compensation Strategy:
-Remains current and knowledgeable in the internal and external compensation and work competitive environments.
-Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.
-Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
-Leads the planning of the hourly employee total compensation strategy.
Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
-Managing Staff Development Activities:
-Ensures completion of the duties and responsibilities of the properties’ Human Resources staff members, as outlined in applicable job description(s).
-Serves as resource to property Human Resources staff on employee relations questions and issues.
-Continually reinforces positive employee relations concepts.
-Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.

-Bachelor’s degree in Human Resources, Business Administration, or related major;
-Minimum of 6 years experience in the human resources, management operations preferably in a similar industry.
-Possession of relevant professional qualification(s)
-Experience in a unionized firm will be a massive advantage.

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