EDITION is an unexpected, refreshing collection of individualized, one-of-a-kind hotels that caters to guests expecting, and in turn demanding, a unique experience - not merely a place to sleep. EDITION employees embrace our Ethos, Core Values and Ideals to bring our brand and exceptional service to life.
EDITION is the Industry’s first truly global lifestyle hotel brand that successfully combines a personal, intimate, and unique hospitality experience on a global scale. Developed in collaboration with Ian Schrager and Marriott International, EDITION combines outstanding innovation and design with the highest levels of service execution. It achieves this goal by bringing great personal, friendly, modern service as well as outstanding, one-of-a-kind food, beverage and entertainment offerings…..”all under one roof”.
EDITION responds to new emerging cultural and social imperatives. It reflects these changing lifestyles and caters to a vast underserved market of guests expecting and in turn demanding a unique experience, not merely a place to sleep. Each hotel is rare in its individuality, authenticity, originality, and unique ethos that reflects the best of the cultural and social milieu of its location and of the time.
EDITION is about an attitude and the way it makes you feel rather than the way it looks. The attitude comes alive to guests via their senses. The brand has unique language, modern visual appeal, music, and scent.
**JOB SUMMARY**
Manages the Talent Management efforts of the location including the full life cycle of recruiting, and drives the attraction, development and retention of diverse high caliber talent. Partners with the General Manager and Director of Human Resources to gain alignment on talent strategies as well as manage the execution of those strategies. Understands the business needs and builds talent solutions and processes to drive
performance aligned with the overall brand and business strategy. Helps drive company values and philosophy and verifies all development activities are strategically linked to the organization’s mission and vision.
**CANDIDATE PROFILE**
**Education and Experience**
* High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area.
OR
* 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area.
**CORE WORK ACTIVITIES**
**Managing Staffing and Recruitment Process**
* Manages the full life cycle of the recruitment and selection process for the property ensuring the Global Recruitment System (GRS) is fully leveraged to source, identify, screen, interview and select diverse high caliber talent.
* Uses creative and non-traditional talent sourcing strategies and best practices to identify top talent, while ensuring compliance with internal recruiting systems.
* Creates and orchestrates recruiting events to help establish staff for hotel(s).
* Analyzes open positions to balance the development of existing talent and business needs.
* Establish framework and processes for internal and external talent identification streams (i.e. Relationship recruiting, J1 Visa Program).
* Coordinate with property and market leadership and local Human Resources Leaders to align external recruiting efforts to address identified gaps/risks in succession plans / talent pipelines and active management vacancies.
* Serves as coach and expert facilitator of the selection and interviewing process.
* Surfaces opportunities in work processes and staffing optimization.
* Assists with staffing decisions related to managing the talent cadre and pipeline at the property.
* Develops staffing strategy (in collaboration with Director of Human Resources, the brand team, and hiring managers) relating to hiring practices; consults with hiring managers on compensation, benefits, etc.
* Monitors sourcing process and outcomes of staffing process.
* Ensures managers are competent in assessing and evaluating hourly staff.
* Manages the advertisement of open positions in appropriate venues to attract a diverse candidate pool.
* Ensures interviews are conducted according to recommended guidelines and consistent screening criteria is used.
* Monitors and supports the selection/non-selection and offer processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection, applicants receive status notifications).
* Partners with the Director of Human Resources for succession planning activities on property and in the market, as appropriate.
* Supports the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.
* **Managing Employee Development programs**
* Assists in designing, developing and delivering On-Boarding program to drive successful integration of management and hourly employees into the organization that supports a strong culture and brand strategy activation.
* Helps employees identify specific behaviors that will contribute to service excellence.
* Coaches managers to enhance own performance and to improve the performance of employees.
* Identifies specific training to improve service performance.
* Works with leadership team to determine development needs of managers.
* Drives brand values and philosophy in all training and development activities.
* Conducts brand immersions as part of On-Boarding for new HR professionals.
**MANAGEMENT COMPETENCIES**
**Leadership**
* Adaptability - Determines how change impacts self and others; displays flexibility in adjusting priorities; and communicates both the reasons for change and how it impacts the workplace.
* Communication - Customizes approach to conveying complex information and ideas to others in a convincing and engaging manner; appropriately interprets verbal and non-verbal behavior; and models active listening to ensure understanding..
* Problem Solving and Decision Making - Models and coaches others on breaking complex issues into manageable parts, identifying and evaluating alternatives and their implications before making decisions, and involving and gaining agreement from others when making key decisions.
* Professional Demeanor - 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.
**Managing Execution**
* Building and Contributing to Teams - Leads and participates as a member of a team to move the team toward the completion of common goals while fostering cohesion and collaboration among team members.
* Driving for Results - 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.
* Planning and Organizing - Gathers information and resources required to set a plan of action for self and/or others; prioritizes and arranges work requirements for self and/or others to accomplish goals and ensure work is completed.
**Building Relationships**
* Coworker Relationships - Interacts with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.
* Customer Relationships - Develops and sustains relationships based on an understanding of customer needs and actions consistent with the company’s service standards.
* Global Mindset - Supports 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.
**Generating Talent and Organizational Capability**
* Organizational Capability - Evaluates and adapts the structure of team assignments and work processes to best fit the needs and/or support the goals of an organizational unit.
* Talent Management - Provides guidance and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.
**Learning and Applying Professional Expertise**
* Applied Learning - Seeks and makes the most of learning opportunities to improve performance of self and/or others.
* Business Acumen - Understands and utilizes business information to manage everyday operations and generate innovative solutions to approach team, business, and administrative challenges.
* Technical Acumen - Understands and utilizes 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
* Problem Solving – Ability to think out of the box and bring an entrepreneurial approach to identifying solutions using a wide range of resources.
* 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.
* 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.
* 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.
* Associate Relations - 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.
* Recruitment and Hiring - Ability to recruit, interview, and hire qualified candidates. This includes knowledge of best practices for each stage of the selection system.
* Training - The ability to perform training needs assessment analysis, develop training programs, and effectively delivering training modules to employees.
* 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.
* Computer Skills - The ability to use HRIS Systems (working knowledge of tools and processes for monitoring and evaluating personnel data), ability to use PeopleSoft software, and ability to use Microsoft Office (excel, word, access, and outlook).
* Basic Competencies - Fundamental competencies required for accomplishing basic work activities.
* Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).
* Mathematical Reasoning - Demonstrates ability to add, subtract, multiply, or divide quickly, correctly, and in a way that allows one to solve work-related issues.
* Oral Comprehension - Demonstrates ability to listen to and understand information and ideas presented through spoken words and sentences.
* Reading Comprehension - Demonstrates understanding of written sentences and paragraphs in work-related documents.
* Writing - Communicates effectively in writing as appropriate for the needs of the audience.
*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
*Primary Location:* USA-FL-Miami Beach-Miami Beach EDITION
*Organization:* EDITION
*Schedule:* Full-time
*Job Posting:* May 29, 2014, 3:32:05 PM
*Req ID:* 14000ZKS