Director of Human Resources - Multi Property - Johannesburg Marriott Hotel Melrose Arch, Marriott Executive Apartments Melrose Arch, Protea Hotel Fire & Ice! Johannesburg Melrose Arch, African Pride Melrose Arch, Autograph Collection at Marriott International

JOB SUMMARY

• Functions as Strategic Human Resources Business Partner for several properties and acts as the prime HR resource for the Cluster GM and acts as a leader, guide and mentor to Directors of Human Resources/Human Resources Managers of other hotels within the Cluster General Manager’s Cluster. Develops and implements goals and strategies that serve to attract, develop and retain diverse premier talent which enables the successful implementation of hotel strategies for that cluster of hotels.
• Focusses on supporting the brand service strategy and implementing brand initiatives for the cluster. 
• Utilizes a Human Resources Business Plan aligned with hotel, brand and Regional HR strategies to deliver HR services that enable business success. 
• As a member of the Executive Committee, develops and implements hotel-wide strategies that deliver products and services to meet or exceed the needs and expectations of the brand’s target customer and property associates. 
• Provide a return on investment to the owner and Marriott International. 
• Undertakes additional responsibilities for the properties within the cluster by visiting each property at least once a quarter (or as required by the Cluster General Manager) and conducts an annual HR Audit at each hotel.

CANDIDATE PROFILE 

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.

CORE WORK ACTIVITIES

Leading and Managing Human Resources Strategy

• Attends owners’ meetings and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, associate satisfaction, training initiatives, and results); and demonstrates an understanding of owner priorities.
• Enhances the effective execution of the Human Resources Business Plan within the cluster by facilitating communication, collaboration of efforts and sharing expertise. 
• Delivers sound results by coordinating implementations, tracking results, problem solving, and leveraging efforts across units wherever possible.
• Coordinates strategies across units to ensure cohesiveness and consistency.
• Drives efforts to improve operational efficiencies across properties.
• Translates business priorities into property Human Resources strategies, plans and actions.
• Partners with Regional Senior Director of Human Resources to ensure that property Human Resources strategies, plans and actions are in alignment with regional Human Resources strategies and the overall strategic Human Resources framework for the organization.
• Leads the planning, evaluation, resourcing, and follow-up of Engagement Survey (ES) related activities; in collaboration with the appropriate business and discipline partners.
• Champions and builds the talent management ranks in support of Property and Region diversity strategy.
• Serves as key change manager for initiatives that have high employee impact.
• Monitors effective use of myHR by property managers and employees.
• Creates value through proactive approaches that will affect performance outcome or control cost.
• Coordinates and participates in succession planning activities in the market, as appropriate.
• Leads implementation and sustainability of Human Resources initiatives.

Managing the Staffing and Recruiting Process

• Partners with property management to hire and train Human Resources staff members who demonstrate strong functional expertise, creativity and leadership to meet the associate relations needs of the property.
• Serves as coach and expert facilitator of selection process and interviewing procedures.
• Surfaces opportunities optimize Talent Acquisition work processes.
• Analyzes open positions to balance the development of existing talent and business needs.
• Makes decisions to manage the talent 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 related outcomes.
• Oversees interviewing and selection practices, making sure that managers are properly trained and equipped.

Overseeing Benefits Education and Administration

• 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 that need a resolution.

Managing Employee Compensation Strategy

• Prepares, analyzes and distributes and acts on results of Internal Equity and Comp Ratio reports.
• Documents and provides input to any out of guidelines management compensation adjustments for regional approval.
• Drives implementation of total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
• Keeps current and knowledgeable in the internal and external compensation and work competitive environments.

Managing Staff Development Activities

• Manages and collaborates with Work Environment Senior Manager to ensure work environment related activities are completed and issues are addressed. 
• Drives completion of the duties and responsibilities of the properties’ Human Resources staff members, as outlined in applicable job description(s).
• Oversees training of Human Resources staff in all employee-related human resources technology, process, and policy to appropriately respond to employee inquiries and anticipate employee needs.
• Serves as resource to property Human Resources staff on employee relations questions and issues.

MANAGEMENT COMPETENCIES

Leadership

• Professional Demeanor - Exhibiting behavioral styles that convey confidence and command respect from others; making a good first impression and representing the company in alignment with its values.
• Problem Solving and Decision Making - Identifying and understanding issues, problems, and opportunities; obtaining and comparing information from different sources to draw conclusions, develop and evaluate alternatives and solutions, solve problems, and choose a course of action. 
• Communication - Conveying information and ideas to others in a convincing and engaging manner through a variety of methods. Strong public presentation skills.
• Adaptability - Maintaining performance level under pressure or when experiencing changes or challenges in the workplace. 

Managing Execution

• Planning and Organizing - Gathering information and resources required to set a plan of action for self and/or others; prioritizing and arranging work requirements to accomplish goals and ensure work is completed.
• Driving for Results - Setting high standards of performance for self and/or others; assuming responsibility for work objectives; initiating, focusing, and monitoring the efforts of self and/or others toward the accomplishment goals; proactively taking action and going beyond what is required
• Building and Contributing to Teams - Leading and participating as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.

Building Relationships

• Coworker Relationships - Interacting with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships. 
• Customer Relationships - Developing and sustaining relationships based on an understanding of customer needs and actions consistent with company values.
• Fostering Inclusion - Supporting employees with diverse styles, abilities, motivations, and/or cultural perspectives; leveraging personal differences to achieve objectives; and promoting a work environment where all employees are given the opportunity to contribute to their full potential.

Generating Talent and Organizational Capability

• Talent Management - Providing guidance and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.
• Organizational Capability - Evaluating and adapting the structure of organizational units, jobs, and work processes to best fit the needs and/or support the goals of an organizational unit.

Learning and Applying Professional Expertise

• Applied Learning - Seeking and making the most of learning opportunities to improve performance of self and/or others.
• Technical Acumen - Understanding and utilizing 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
• 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. 
• Employee 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.
• Payroll - Knowledge of principles and application of human resources hourly and management payroll methods and practices. 
• 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.
• Business Acumen - Understanding and utilizing business information (e.g., employee engagement, guest satisfaction, and property financial performance) to manage everyday operations and generate innovative solutions to approach business and administrative challenges.
• Applied Business Knowledge - Evaluates market conditions, organizational objectives, and important aspects of the business to accurately diagnose market opportunities and threats; anticipates opportunities and threats, identify issues, and develop strategies and plans. Aligning individual and team actions with strategies and plans to drive business results.
• Management of Capital Resources - Determines the appropriate allocation of money used to accomplish work goals, and submits expenses according to guidelines; appropriately utilizes and maintains equipment, facilities, and materials needed to perform work activities.
• Administration and Management - Understands and applies the business and management information involved in strategic planning, resource allocation, human resources modeling, leadership techniques, production methods, and coordination of people and resources.

Basic Competencies - Fundamental competencies required for accomplishing basic work activities.

• Basic Computer Skills - Using basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).
• Mathematical Reasoning - The ability to add, subtract, multiply, or divide quickly, correctly, and in a way that allows one to solve work-related issues.
• Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
• Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
• Writing - Communicating effectively in writing as appropriate for the needs of the audience.