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The Chief Human Resources Officer – Middle East & Africa (MEA) is a key member of the MEA HR team, the Company’s Global senior HR team and the MEA senior leadership team. The incumbent influences, partners and coordinates with Global leaders of HR Centers of Expertise (COE) to align and execute Global and MEA HR priorities and partners with the senior discipline leaders (e.g. VPs and Chief Officers) in the Continent Offices to provide HR generalist support. The Chief Human Resources Officer leads the MEA HR Discipline’s COEs to develop policy and actions that are responsive to business needs and consistent with MEA’s overall HR strategy. The incumbent leads the HR Services team on all HR matters related to the two MEA offices (Dubai and Capetown) and ensures that initiatives are consistently and effectively executed. In addition, the Chief Human Resources Officer monitors HR metrics to ensure that business needs are consistently met.
The expected contributions and essential job functions of this role can be summarized using the following five work domains:
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*Strategic HR Leadership*: Works with senior executive leadership team and MEA HR team to ensure that HR strategies and programs are in alignment with the overall strategic HR framework for Marriott International.
*Talent Management*: Drives the attraction, development and retention of diverse high caliber talent. Ensures that consistent processes and programs are used across the business to optimize the attraction, selection, development and retention of talent. Holds COE teams accountable to ensure that appropriate practices are in place related to various Marriott International programs (Engagement Survey, Guarantee of Fair Treatment, Ethics Hotline, etc.). Partners with Global HR COEs to gain alignment on talent strategies as well as support and execution of those strategies. Understands the business needs and builds solutions, tools and processes to drive performance aligned with the continent business strategy.
*Organizational Capability*: Aligns the organization to drive a high return on MEA’s investment in talent. Diagnoses issues and acts on opportunities to improve HR operations. Leverages common frameworks across MEA resulting in “best practice” HR operations across the organization.
*HR Systems Management*: Ensures HR service delivery standards are met by monitoring workplace indicators and intervening, as appropriate. Ensures that MEA’s needs are incorporated into design and management of Global HR business services. Supports and delivers against balanced scorecard and discipline initiatives to build brand equity and customer allegiance. Develops targeted business plans, evaluates business trends and modifies strategies as needed. Interprets, analyzes and manages budget to meet or exceed business objectives.
*Employee and Labor Relations:**Ensures fair and equitable treatment of associates across a large number of countries and jurisdictions. Has strong knowledge of local laws and practices. Proactively manages labor union relations and issues.
Performs other duties as needed.
*Scope:*
Number of Associates: Approximately 20,000 in 29 countries.
Direct Reports: Area Directors of HR (2), Senior Director, HR & Rewards, Director, Talent Acquisition, Director, Talent Management, Directors of Learning (2), Group Director HR (Protea)
*Experience:*
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· Twelve or more years of human resources or related work experience, demonstrating progressive career growth and a pattern of exceptional performance. A proven success record as a senior human resources generalist, COE leader or related experience, as well as membership on an executive team is preferred.
· Demonstrated track record of supervising a team of HR professionals is preferred.
· Lodging/hospitality or service industry experience preferred.
· Previous experience working in MEA preferred.
*Personal Competencies**(Knowledge, Skills, Abilities and Other Attributes):
· Must have strong knowledge in foundational human resource management areas. The personal application of the following talent management skills is essential to the core job function: talent assessment, assimilation and development, workforce planning and succession management, performance management, employee and labor relations and executive coaching. The incumbent is also expected to apply skills in organizational capability, in particular, organization design and change management.
· Must have exceptional leadership skills; the ability to work with associates at all levels and influence appropriately and comfortable dealing with conflict situations in driving key initiatives.
· Must have a broad business view; sharp business acumen that ideally is in part based on a strong understanding of the service industry.
· Must be a self-starter who can work independently and be a strong team player that contributes to the effectiveness of the broader HR team.
· Translates business needs into what needs to get done; ensures that all work is completed effectively; solves problems and monitors the progress of work against schedules and budgets; maintains high performance standards.
· Quick acting but deliberate; creating a sense of urgency in others. Capable of juggling multiple priorities and dealing effectively with changing and ambiguous situations. Can make things happen in a fluid environment without having to “own” the resources. Can work effectively in a fast-paced environment.
· Must have excellent communication, coaching, mentoring, negotiation and mediation skills; is able to articulate compelling ideas.
· Supports, manages and initiates change within the organization, taking steps to remove barriers or to accelerate its pace. Develops and maintains effective relationships with both internal and external stakeholders; influences without direct authority.
· Understands how to manage in a culturally diverse work environment and is a champion for diversity effectiveness in the organization.
· Fosters relationships and a positive climate to build effective teams that are committed to organizational goals and initiatives; fosters teamwork and is a corporate-minded team player.
· Has strong communication and problem solving skills; champions open and effective communication flow throughout the organization.
· Recognizes, celebrates and rewards individual and collective successes.
· Actively pursues learning and self-development to enhance personal, professional and business growth; shares learning.
· English language fluency required. Other regional language capabilities preferred.
*Education or Certification:*
· University degree required; advanced degree in related field is preferred.
· HR certification preferred (e.g., Society of HR Management or Chartered Institute of Personnel Management).
/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:** **Chief Human Resources Officer – MEA**
**Location:** **ARE-United Arab Emirates-Dubai-Dubai Area Office**
**Requisition ID:** **150000LR*