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  • Posted: Mar 24, 2023
    Deadline: Not specified
  • Never pay for any CBT, test or assessment as part of any recruitment process. When in doubt, contact us

    Marriott International is a leading global lodging company based in Bethesda, Maryland, USA, with more than 4,100 properties in 79 countries and reported revenues of nearly $14 billion in fiscal year 2014. Its heritage can be traced to a root beer stand opened in Washington, D.C., in 1927 by J. Willard and Alice S. Marriott. The company operates and fran...
    Read more about this company


    Director of Human Resources


    • 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.

    Education and Experience

    • 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area. OR
    • 4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area.


    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.
    • 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.
    • 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.

    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.
    • Surfaces opportunities in work processes and staffing optimization.
    • Makes staffing decisions to manage the talent cadre and pipeline at the property.
    • 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.

    Managing Employee Compensation Strategy

    • Remains current and knowledgeable in the internal and external compensation and work competitive environments.
    • Leads the planning of the hourly employee total compensation strategy.
    • Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
    • 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.

    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).
    • Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.
    • Serves as resource to property Human Resources staff on employee relations questions and issues.
    • Continually reinforces positive employee relations concepts.

    Method of Application

    Interested and qualified? Go to Marriott International, Inc. on to apply

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