Job details
Job type full-time
Full job description
Posting date sep 16, 2021
Job number 21104715
Job category human resources
Location marriott vacation club pulse san diego, 701 a street, san diego, california, united states
Brand marriott vacations worldwide
Schedule full-time
Relocation? y
Position type management
Located remotely? y
Additional information: this hotel is owned and operated by an independent franchisee, marriott vacations worldwideThe franchisee controls all aspects of the hotel’s employment policies and practices, including the selection and hiring processIf you accept a position at this hotel you will be employed by a franchisee and not by marriott international.
Position summary
As a member of the professional staff, contributes a high level of specialized knowledge and skill in a discipline (e.g., accounting, finance, human resources, information technology, operations planning & support, sales & marketing) area to support department and/or function objectivesGenerally, works with considerable independence, developing operating plans and related operational processes for own department and monitoring the flow of work between own department and others in alignment with broader business objectives, selecting and developing effective managers and work teams, and managing own organization through reliable systems and processes.
Specific job summary
The area director, human resources iii (adhr) provides strategic human resources (hr) generalist support to all field locations, leaders, and associates within their designated areaThe adhr provides proactive support, advice, and solutions to business leaders on all people-related matters, with a focus on associate relationsThe adhr reports to the assistant vice president human resources (avp hr) and receives guidance from the hr centers of excellence (coe) teamsWithin their area, the adhr will work closely with field and regional leaders to facilitate the implementation and management of hr programs, plans, and policies as appropriate.
The adhr will assist the avp hr in building people and business strategies that improve organizational effectiveness and drive business performance, integrating hr capabilities and business needs to enable successful execution of business and people strategies and ensuring consistency and compliance across all locations within their designated areaThe adhr is the hr generalist supporting a large geographic area – typically across multiple cities and/or statesThe adhr will be expected to travel up to 40% of the time as needed.
Expected contributions
Develops operating plans and workable business processes for own department in alignment with function strategy.
Manages larger business processes and/or projects, setting priorities and measurable objectives, monitoring and reporting on the process, progress, and resultsTypically influences work of cross-functional or extended teams.
Responds to, solves, and makes decisions on business requests that have broader department impact and/or moderate riskPresents alternative solutions to business issues by leveraging the broader organization.
Works to enhance the organization’s capabilities through effective staffing and development of others by:
Anticipating staffing requirements by comparing business needs with strengths and weaknesses of existing staff.
Using appropriate mvw interviewing tools to hire the best managers available from inside or outside.
Setting and maintaining high standards for team and individual performance.
Providing timely coaching and feedback.
Making and rewarding distinctions in performance.
Assists more senior associates in achieving business results by:
Acting in a consultative fashion to implement programs impacting the broader organization.
Assisting in the development and communication of broader organizational goals.
Achieving results against budget within scope of responsibility.
Taking calculated risks to move the department or team forward.
Developing and using systems to organize and keep track of information.
Balancing the interests of own group with the interests of the organization.
Working with others to identify and remove barriers to success.
Readily critiques own behavior to acknowledge mistakes and improve future leadership performance and acts independently to improve and increase skills and knowledge.
Specific expected contributions
May include but not limited to:
Team leadership
Oversee, lead, manage, develop, and coach field hr leaders to support the day-to-day hr needs of our clients, people-related matters and critical hr initiatives.
Evaluate the hr team for continual improvement in efficiency and effectiveness as well as providePersonal and professional growth with emphasis on development opportunities when available.
Strategic hr support
Provides strategic and generalist human resources support to regional and site teams.
Proactively identifies human resources management needs, develops, and implements strategies for addressing and resolving associate and business needs.
Acts as an hr business partner and internal consultant to managers and associates at all levels by providing a full range of human resources support, guidance, and direction.
Fosters continuous improvements in the hr and field organizations by analyzing processes, monitoring effectiveness, and make recommendations for changes and enhancements.
Assists with division human resources projects and initiatives from inception to completion.
Talent acquisition
In partnership with talent acquisition team, reviews and ensures appropriate staffing plans and programs are designed to best identify talent within and outside the company are executed in the market/region to meet the need of the business.
Champions the associate on-boarding process for newly hired associates to ensure a smooth transition and introduction to the company.
Talent management
Partners with the talent management team as needed as it relates to associate training and education programs, to include identifying leadership training needs.
Provides consultation and assistance as needed to manage the engagement survey across each discipline.
Is accountable for leading the execution of the human capital review process within his/her area in partnership with the talent manager.
Partners with senior director of human resources and talent manager in talent development, performance and career coaching and succession management among the associates within his/her designated market/region.
Drives execution of the leadership performance process among the managers and their direct reports.
Manages job elimination and the mutually agreed-upon separation process including development of business justification, risk assessment, and obtaining necessary approvalsMakes recommendations and ensures that decisions do not expose the company to undue risk.
Assists hr coes in the design, development, and implementation of division and discipline specific initiatives.
Works in partnership with the talent manager and discipline specific strategic training representatives to identify, plan and implement training and development needs and activities for management and hourly associates.
Compensation
Collaborates with compensation team to ensure appropriate internal and external pay equity.
Supports the senior director, hr, site leadership, and coes in implementing compensation programs, benefits, and incentive programs.
Partners with the compensation coes in market strategic planning, analysis, and implementation of compensation programs, benefits, and incentive programs.
Understand and respond to concerns regarding employment agreements, contracts, commission schedules and compensation plans.
Partners with the compensation coes for the implementation of annual compensation programs, e.g., merit, stock, and bonus.
Partners with the compensation coe for the implementation of annual compensation programs.
Partners with the compensation coe for the implementation of annual management compensation programs.
Partners with the compensation coe for the implementation of annual hourly compensation evaluation/analysis/planning process.
Proactively monitors the area/region for compensation trending, providing feedback to coe and site leadership.
Associate relations
Partners with site/resort leadership for associate relations service delivery.
Engages leadership and promotes the desired workplace culture.
Advises and coaches leaders on mitigation of organizational people risk.
Provides consultation to site/resort leadership in support of creating and maintaining a positive work environment for associates, in collaboration with field hr managers.
Acts as subject matter expert (sme) as well as regional escalation point for high risk/complex associate relations issues.
Manages associate relations issues/investigations working with specialized corporate departments (legal, internal investigations) to ensure related issues are assessed for risk and provide effective organizational resolutions.
Responds to third party complaints with advice of senior director of human resources and legalRepresents the company’s position as required.
Monitors and communicates engagement survey (es) scores and assists with implementing plans and actions.
Coordinates efforts with the senior director, hr to analyze es results for trends and to identify ‘need’ areas.
Locations with union representation
Interprets cba and ensures site leadership is well educated on all cba procedures.
Adheres to guidelines as required under local cba.
Consults with senior director of all union matters.
Policies & procedures
Interprets and effectively communicates hr policies and procedures to all levels of the organization.
Provide systemic approach to ensure compliance to hr policies as required by federal, state and marriott vacations worldwide regulations (audits, tracking systems, data review, etc.).
Develops, reviews, and monitors systems, procedures, and processes within departments to ensure compliance and/or proper application of company policies and governmental regulations including but not limited to title vii, flsa, fmla, and ada.
Anticipates, provides guidance on, and assesses risk on complex associate relations decisions and actions ensuring consistency, fairness, and limited exposure to the company.
Job requirements
Specific candidate profile
Education:
Four-year bachelor’s degree in human resources/related field or equivalent practical experience.
Master’s degree in industrial/organization psychology, business administration, or human resources management preferred.
Experience
Experience in a multi-unit and/or multi-state environment preferred.
Phr/sphr or shrm – cp/scp certification preferred.
Ability to travel up to 40% as needed.
This company is an equal opportunity employer.
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