Mgr-Human Resources II - Warwickshire
Mgr-Human Resources II - Warwickshire Posting Date Jun 3, 219 Job Number Job Category Human Resources Location Forest of Arden Marriott Hotel & Country Club, Maxstoke Lane, Warwickshire, Warwickshire, United Kingdom Brand Marriott Hotels Resorts /JW Marriott Schedule Full-time Relocation? No Position Type Management Start Your Journey With Us The Marriott Forest of Arden is now seeking a Human ResourcesManager s a lead member of property Human Resources team and reporting to the Cluster DHR the HRM works with the on property leadership team delivering the daily HR activities. Contributing a high level of human resource generalist knowledge and expertise for the designated property. The HRM will carry out the Human Resources daily activities in particular delivery of recruitment, total compensation, employee relations, engagement, Wellbeing and L+D. Additionally, the HRM focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures. Marriott International's flagship brand with more than 5 global locations, is advancing the art of hosting so that our guests can travel brilliantly. As a host with Marriott Hotels, you will help keep this promise by delivering premium choices, sophisticated style, and well-crafted details. With your skills and imagination, together we will innovate and reinvent the future of travel. CANDIDATE PROFILE Education and Experience 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. Ideally CIPD qualified or working towards CIPD qualification CORE WORK ACTIVITIES Managing Recruitment and Hiring Process Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed. Establishes and maintains contact with internal and external recruitment sources. Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures. Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future vacancies. Oversees/monitors candidate identification and selection process. Provides subject matter expertise to property managers regarding selection procedures. Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool. Performs quality control on candidate identification/selection. Managing Employee Compensation Strategy Supports the DHR on the planning of the hourly employee total compensation strategy. Champions the communication and proper use of total compensation systems, tools, programs, policies, etc. Supports the DHR in yearly internal equity analysis; reviews internal equity reports and surface issues needing resolution with Cluster DHR Creates and implements total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities. Ensures that department has the available resources on hand to administer employee payroll in conjunction with UK payroll support Managing Employee Development Delivers orientation and supports departmental orientation programs for employees to receive the appropriate new hire training to successfully perform their job. Ensures employees are cross-trained to support successful daily operations. Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate. Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture. Ensures attendance by all new hires and participation of the leadership team in training programs Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job. Maintaining Employee Relations Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings). Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action. Utilizes an "open door" policy to acknowledge employee problems or concerns in a timely manner Ensures employee issues are referred to the Department Manager for resolution or escalated to the Cluster Director of Human Resources as required. Partners with the hotel management team to conduct employee accident investigations, as necessary. Communicates performance expectations in accordance with job descriptions for each position. Managing Legal and Compliance Practices Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time. Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the appropriate legislation. Ensures medical records are maintained in a separate, secure and confidential medical file. Communicates property rules and regulations via the employee handbook. Supports the property Health and Safety Committee with HR relevant safety and security policies (e.g., property removal, First Aid training , accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc. Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity. Manages employee relations issues regarding Compensation queries / claims to ensure appropriate employee care and manage costs. Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications). Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct. 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. Employee Relations - Knowledge of UK laws and regulations that affect employment. This includes the ability to administer and monitor progressive disciplinary 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. Payroll - In conjunction with UK payroll support to have 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. 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.