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* JOB SUMMARY *
This position will report directly to the Regional Vice-President, Human Resources and will be an integral member of the regional team. There is a preference for the ADHR to live in the market that he/she supports. This position will work with the Regional HR Team, Global Centers of Expertise and property teams, contributing a high level of generalist knowledge and skill in human resources to support both business and human resource objectives, as well as contribute significantly in all aspects of strategic business leadership and operations management. Additionally, this position will play a role as Senior HR Generalist for a large geographic area, covering multiple markets. The successful incumbent will work within appropriate business guidelines, but generally works with considerable independence on regional and market based issues and initiatives including but not limited to developing operating plans and related operational processes to lead implementation and sustainability of all human resource strategies, policies and programs and driving alignment with broader business objectives.
The Area Director of HR provides HR Generalist support for a broad geographic market typically with 10 -20 full service hotels/resorts and CFRST hotels located in the assigned market in partnership with Regional Market Leaders.
As a business partner to the regional team, the incumbent drives key HR initiatives and ensures region-wide implementation of programs consistently across brands in order to align regional execution and business results with Marriott International strategy. As a business partner to the regional leadership team, the Area Director of HR provides1) application of advanced HR expertise to enable optimal business decisions for the Region; 2) monitoring and analysis of diverse sources of information to anticipate and respond to emerging business opportunities and risks; and, 3) oversight of HR service delivery to ensure fulfillment of service level agreements. The role will have direct report responsibility for a number of hotel Directors of HR. The incumbent's primary work domain comprises/Talent Management/(e.g., talent acquisition, performance development and total compensation) and proactive associate engagement to mitigate third party risk. In addition, the role provides HR Generalist support to all brands within Canada: Delta, MHRS, Renaissance, SS/ES, and the Ritz-Carlton.
* Expected Contributions – Essential Job Functions *
*Strategic HR Leadership:*
· Market point person for key communications, ownership of issues, policy changes, etc. for total compensation and labor.
· Build and support the use of best practices for Human Resources.
· Contribute to the development and execution of business priorities by providing informed viewpoints about human resource operations.
· Lead the planning and execution of implementations of national human resource initiatives, strategies, policies and practices across the market, as required.
· Engage in a close partnership with Area VPs, Area Directors and Area GMs to drive HR systems and talent management excellence, organizational effectiveness, and continually assess and address market level HR trends and opportunities.
· Apply personal expertise and consult with hotel leadership teams on complex human resource issues
· Conduct property reviews for hotels that are identified annually as high risk, needing additional focus, or have a significant impact of regional performance.
· Use analytical tools and techniques produced by new HR systems to ensure that property visits are issue-based and focused on trouble-shooting.
Talent Acquisition and Talent Development
· Drive the attraction, development and retention of diverse high caliber talent
· Identify, hire, retain and continually develop diverse high caliber talent that makes a strong positive impact on the organization.
· Anticipate future talent needs based on business growth plans; allocate human capital resources appropriately; develop plans to address talent gaps.
· Provide leadership, direction and support for traditional and innovative recruitment strategies throughout the Region.
· Apply personal expertise in talent assessment to facilitate optimal senior staffing decisions and development planning.
· Drive staffing and workforce planning efforts for top talent in geography by coordinating with VP, Regional HR Operations, and other regional leaders to:
· Determine the management staffing needs for openings, and ensure that candidates are identified for these opportunities.
· Assess, on an on-going basis, hotel needs and competencies required to fill upcoming openings; work with resources to ensure workforce planning is aligned with needs.
· Personally be responsible for and involved in the selection of all GMs and property DHRs, in collaboration with property and region leaders.
· Support hourly recruiting efforts by ensuring the appropriate education, training, and/or tools are provided to properties in geography in a timely and efficient manner.
Total Compensation
· Analyze, recommend and influence to ensure that hourly and management wage programs are equitable and aligned with the national strategy with a goal of mitigating third party activity.
· Monitor drivers of turnover and provide proactive risk mitigation resulting in bottom-line benefit to the Region.
· Responsible for the planning, analysis, and implementation/execution of corporate compensation and benefits programs in the markets.
· Monitor the compliance and metrics of corporate compensation and benefits programs in the market.
· Drive the execution of annual compensation processes (e.g., merit, stock, bonus).
· Drive annual /semi-annual hourly total compensation evaluation/analysis/planning process and meetings.
Performance Development
· Lead market-wide leadership talent development (LTDI), performance and career coaching and succession management in respective geography by:
· Driving execution of Leadership Performance Plans in assigned hotels.
· Working in partnership with DHRs to provide job performance development and career guidance (e.g., coaching, mentoring) to on-property leadership (e.g., GMs, DHRs, etc.) and CFRST property leadership.
· Working in partnership with Regional VP of HR, Performance Development Manager and Market Leadership to identify, plan and implement training and development needs and activities for management and hourly associates.
· Ensuring that all CAP program participants and yellow/purple band associates with exceptional performance who are at mastery or turn (as a result of the Human Capital Review process) have robust development plans.
· Drive leadership of and provide input to Human Capital Review in their geography.
Associate and Labor Relations/ Work Environment
· Overall responsibility for associate relations service delivery through partnering with Property HR Leaders and Senior Managers of Work Environment.
· Leverage Marriott’s Work Environment COE and the Labor and Americas Employee Relations COE to drive associate engagement.
· Act as expert as well as key escalation point for high risk/complex associate relations issues.
· Provide consultation in support of creating and maintaining a positive work environment for associates utilizing the tools, services and resources available (in collaboration with the corporate Employee & Labor Relations and Work Environment departments).
· Oversight of labor avoidance strategies and initiatives
· Analyze and support WEPR, Labor Relations Index (LRI) and Market Labor Reports (MLR).
· Monitor and communicate WCI, LI and LRI scores and assists with implementing plans and actions.
· Coordinate/facilitate in-market meetings on market compensation and strategies and tactics (in collaboration with the corporate Employee & Labor Relations and corporate Compensation, Benefit and Retirement Plan departments).
· Immediately responds to third party activities, coordinates strategies, and engages specialist resources to mitigate third party activity and impact.
· Coordinate with HR Research team to analyze AOS results for trends and need areas, and to analyze LRI statistics; ensure follow-up on need areas.
· Actively support and ensure that the best practices are in place related to various Marriott Associate programs (Peer Review, Associate Opinion Survey, Guarantee of Fair Treatment, Ethics Hotline, and Associate Appreciation).
· Partner with Marriott Labor Relations to provide education and training related to third party intervention and advise properties on issues indicated by analysis.
· Provide leadership and focus for regional work with community action groups and Women/Minority vendors.
· Work closely with Marriott Loss Prevention to drive Safety and Security initiatives and programs.
Coordination and Communication
· Responsible for the implementation of corporate developed programs requiring regional and market implementation.
· Drive the execution of transition plans for all acquisitions and divestitures.
· Provide guidance on HR plan for new Full Service openings, in collaboration with the property HR leader.
· Work with Regional VP of HR to align the communication for the field on regional programs, projects and process enhancements.
· Responsible for the successful execution of regional HR priorities as outlined by regional leaders.
HR Systems Management
Ensure HR service delivery standards are met by monitoring workplace indicators and intervening, as appropriate. Ensure that regional needs are incorporated into design and management of corporate-wide HR business services. Support and deliver against balanced scorecard and discipline initiatives to build brand equity and customer allegiance. Develop targeted business plans, evaluate business trends and modify strategies as needed. Interpret, analyze and manage budget to meet or exceed business objectives.
Legal Compliance
Provide oversight to ensure compliance with Canadian, province, and local laws and regulations, labor law filings, labor industrial relations including: pay equity, Integrity Hotline and Marriott programs.
* Candidate Profile – Key Talents and Experience Required *
Experience/Skills/Attributes
· At least 10 years of HR generalist experience with a preference for multi-brand Marriott International experience.
· Experience in a managerial role as an HR specialist (staffing, development, organizational effectiveness, etc) preferred.
· Large (AA) or multi-unit/multi-brand management experience preferred.
· Experience operating at the regional level is preferred.
· Strong consulting skills and ability to interface with senior business leaders.
· Strong program and organizational skills are essential.
· Solid measurement skills related to assessment of information, initiatives and strategies.
· Strong verbal and written communication skills.
· Ability to articulate and gain support from others.
· Proficiency with Microsoft Office products, including Word, Excel and PowerPoint.
· Ability to develop and maintain strong interpersonal relationships with regional team members, hotel Executive Committee leadership, hotel management and corporate COEs.
· Strong understanding of property operations and the market.
· Strong presentation skills required.
· Ability to work in a transaction-driven, deadline-driven environment to meet objectives of assignments while also meeting budget and quality goals.
· Collaborative in role as a team player.
· Persistent in order to drive ideas.
· Strong leader able to influence without authority.
· Delivers results and ability to balance priorities under pressure.
· Leadership presence to establish credibility in area of expertise to influence with all levels of on-property and off-property organizations.
· Analytical to make decisions using data and business knowledge.
· Comfortable with complexity, ambiguity and change.
· Trustworthy with strong business integrity and ability to hold sensitive information in confidence.
· High analytical ability to convert soft HR measurement in area of expertise to hard business metrics.
/ /
Education or Certification
· Bachelor’s Degree required
· Advanced degree in Human Resources or related field is preferred.
· PHR or SPHR certification preferred.
Location
· Preferred location in Canada; will require travel within assigned market in Canada.
/ 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. /
**Job:** **Human Resources*
**Organization:** **Corporate*
**Title:** *Area Director of Human Resources - Hotels of Canada*
**Location:** *CAN-Ontario-Mississauga-Canada Regional Office*
**Requisition ID:** *15000FJA*