Regional Human Resources Manager

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n Job SummaryThe 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 ContributionsCore Work Activities Above PropertyManaging The Human Resources DisciplinenExecutes and follows-up on engagement survey related activities.nSupports talent management in support of above property and region diversity strategy.nImplements and sustains Human Resources initiatives above property.nCoordinates the human capital review process above property(s) and supports succession planning activities as appropriate.nCreates value through proactive approaches that will affect performance outcome or control cost.nMonitors effective use of mHUB by managers and employees.nResponsible for Human Resources Day to day execution.nServes as key change manager for initiatives that have high employee impact.nManaging Staffing And Recruitment ProcessnAnalyzes open positions to balance the development of existing talent and business needs.nServes as coach and expert facilitator of the selection and interviewing process.nSurfaces opportunities in work processes and staffing optimization.nConsults with hiring manager on compensation, benefits, etc.nManages relationship with recruiting partner.nSupports Employee Compensation StrategynRemains current and knowledgeable in the internal and external compensation and work competitive environments.nSupport Sr Regional HRM in the planning of the hourly employee total compensation strategy.nChampions the communication and proper use of total compensation systems, tools, programs, policies, etc. nParticipates in annual internal equity analysis; reviews internal equity reports and surface issues needing resolution.nSupports quarterly and annual bonus cycle for above property leaders.nManaging Human Resources ActivitiesnEnsures completion of the duties and responsibilities of the HR function including; recruitment, onboarding, payroll, benefits administration, learning, offboarding, etc.nServes as resource to above property managers on employee relations questions and issues.nContinually reinforces positive employee relations concepts. nCore Work Activities Regional Property SupportnProject Managementn:  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. nnTalent Acquisitionn  Monitor property-level compliance with talent acquisition processes and assist with communications and follow up; analyze datannPerformance Management  nAssist with reporting and tracking compliance associated with the annual performance management cycle.  nnOrganizational Capability  nResponsible 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.nHr LeadershipnContribute to the execution of business priorities as set forth by the RVPHR of the region/business and Chief HR Officer of the continent.nExecute national human resource initiatives, strategies, policies and practices across the region.nEnhance the effective execution of the HR Business plan across region or business by facilitating communication, collaboration of efforts and sharing expertise.nDeliver sound results by coordinating implementations, tracking results, problem solving and leveraging efforts across the region.nAssist in tracking property-level compliance to regional, business and/or continent requirements.nDrive efforts to improve operational efficiencies.nTalent AcquisitionnMonitor sourcing process and analyze related outcomes in partnership with the Talent Acquisition Center of Expertise (COE) and People Scout Talent Acquisition Services resources.nMonitor property-level compliance with Marriott’s talent acquisition processes nMonitor and analyze trends and performance to goals nPerformance ManagementnAssist in collecting and analyzing the Human Capital Review (HCR) data and participate in succession planning activities as appropriatenTrack and assist in the enforcement of LPA compliancenOrganizational CapabilitynAssist the RVPHR, ADHR and Sr Regional HRM in data analysis.  nMonitor key metrics and communicate trends to regional HR leadersnAssist with leadership to surface opportunities in work processes nServe as key change leader for initiatives that have high associate impactnCreate value through proactive approaches that will affect performance outcome or control costnManagement Competencies LeadershipnnAdaptabilityn - Maintains performance level under pressure or when experiencing changes or challenges in the workplace.   nnCommunication nConveys information and ideas to others in a convincing and engaging manner through a variety of methods.nnProblem Solving And Decision Makingn - 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.nnProfessional Demeanor n 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.nnManaging ExecutionnnBuilding And Contributing To Teamsn - Actively participates as a member of a team to move the team toward the completion of goals.nnDriving For Resultsn - 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.nnPlanning And Organizing nGathers 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 RelationshipsnnCoworker Relationshipsn - Interacts with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.  nnCustomer Relationships n Develops and sustains relationships based on an understanding of customer needs and actions consistent with the company’s service standards. nnnGlobal Mindset nSupports 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.nGenerating Talent And Organizational Capability nnOrganizational Capability n 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. nnnTalent Management n Provides support and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.nnLearning And Applying Professional ExpertisennApplied Learning n Seeks and makes the most of learning opportunities to improve performance of self and/or others.nnnBusiness Acumenn - Understands and utilizes business information to manage everyday operations.nnTechnical Acumenn - Understands and utilizes professional skills and knowledge in a specific functional area to conduct. nnPersonnel And Human Resourcesn — Knowledge of principles and procedures for personnel recruitment, selection, training and development, compensation and benefits, labor relations and negotiation, and personnel information systems.nnCompensation And Benefitsn - The knowledge of principles, regulatory laws, and application of human resources compensation and benefit methods, including workers compensation and work accident procedures.nnEEOn - 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.  nnAssociate Relationsn - 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.nnRecruitment And Hiringn - Ability to recruit, interview, and hire qualified candidates.  This includes knowledge of best practices for each stage of the selection system.nnTrainingn - The ability to perform training needs assessment analysis, develop training programs, and effectively delivering training modules to employees.nnPayrolln - Knowledge of principles and application of human resources hourly and management payroll methods and practices.  nnEducation And Trainingn - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.nnnnBasic Competenciesn - Fundamental competencies required for accomplishing basic work activities. nnBasic Computer Skillsn - Uses basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).nnMathematical Reasoningn - Demonstrates ability to add, subtract, multiply, or divide quickly, correctly, and in a way that allows one to solve work-related issues.nnOral Comprehensionn - Demonstrates ability to listen to and understand information and ideas presented through spoken words and sentences.nnReading Comprehension n Demonstrates understanding of written sentences and paragraphs in work-related documents.nnnWriting n Communicates effectively in writing as appropriate for the needs of the audience.nnnAt 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 **** or email **** 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. Source: Hospitality Online,

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