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Area Human Resources Manager

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Marriott International

Dec 31, 2024

  • Job
    Full-time
    Mid Level
  • Consulting
    People, HR & Administration
  • Orlando
    Remote
  • Quick Apply

AI generated summary

  • You need a Bachelor's degree, 3+ years HR generalist experience, bilingual in English & Spanish, strong communication skills, and experience in multi-unit environments. PHR/SHRM-CP preferred.
  • You will support management on HR policies, oversee employee relations, analyze turnover data, manage compensation, ensure compliance, and facilitate training while addressing grievances and site issues.

Requirements

  • Bachelor’s degree in Human Resources, Business Administration, or similar discipline or related experience.
  • At least three (3) years of progressive HR Generalist experience in a management role.
  • Bi-lingual language required (fluent English & Spanish).
  • Experience in a multi-unit and/or multi-state environment.
  • Experience as a generalist in all aspects of Human Resources, including Compensation, Unemployment, Worker’s Compensation and Compliance, Talent Management and Talent Acquisition, with significant experience in Associate Relations/Work Environment issues.
  • Experience in Vacation Ownership, Hospitality or Vacation Ownership Sales and Marketing preferred.
  • Prior experience working remotely effectively to support multiple sites preferred. Must be able to operate independently, self-prioritize, and initiate critical work according to business need.
  • PHR or SHRM – CP certification preferred.
  • Proven ability to apply excellent written and verbal communication skills.
  • Proven ability to collaborate and resolve issues and influence without position authority.
  • Proven ability to function as a team player who works with a high degree of independence and credibility, and professionalism.
  • Proven ability to quickly build rapport and trust.
  • Proven ability to provide strong coaching and influencing skills.
  • Proven ability to maintain a high degree of confidentiality and integrity in dealing with sensitive information.
  • Develops and maintains effective relationships with a broad group of stakeholders in order to foster trust and influence key decisions.
  • Proficiency with Microsoft Office products, including Word, Excel and PowerPoint.
  • Analyzes and assesses situations to find effective solutions; creative problem solver; engages in fixing the problem; makes decisions using data.
  • Ability to manage and administer a broad range of tasks including resolving complaints, counseling managers and employees on the interpretation of policies and procedures and concurrent complex tasks.
  • Delivers results under difficult conditions and demonstrates balanced judgment under pressure.
  • Makes decisions in a timely manner, sometimes with incomplete information, ensuring all deadlines are met.
  • Possesses strong organizational skills and ability to manage multiple tasks developing and using systems to organize and keep track of information.
  • Integrates and balances priorities, work activities and resources for the benefit of multiple key stakeholders.
  • Ability to be an active learner enhancing professional and business growth through the acquisition of knowledge and experiences; proven ability to challenge organizational norms and accepted thinking to improve effectiveness.
  • Knowledge of principles and practices of human resources management.
  • Evaluates and remains current of business trends and HR trends to modify strategies.
  • Ability to prepare written reports, correspondence, and presentations to site leaders as required.
  • Experience building local community relations to enhance overall human resources business operations.
  • Knowledge of information technology, including hardware and software applications, used in the Human Resources function.
  • Demonstrated ability to seek out and implement process improvements.
  • Achieves results with minimal supervision.
  • Demonstrates self-confidence, energy, and enthusiasm.
  • Understands how to manage in a culturally diverse work environment.
  • Ability to interact with all levels of associates and management.
  • Manages time well and works in a fast-paced, rapidly changing, and stressful environment.
  • Controls group or inter-personal conflicts effectively.
  • Ability to maintain physical condition and stamina appropriate to the performance of assigned duties and responsibilities which may include sitting for extended periods of time and operating assigned office equipment, and other duties as assigned.

Responsibilities

  • Provides liaison and consulting services to all levels of management and associates, interpreting and defining Division and Human Resources policies and procedures to ensure/enforce compliance.
  • Develops, plans, and carries out all local policies and procedures relating to all phases of Human Resources.
  • Analyzes and reviews statistical data and reports to identify and determine causes of turnover and retention within the workforce, and develops recommendations/improvements to management, as well as improvements to employment policies, processes and practices.
  • Assists site leadership in the planned development and reinforcement of organizational strategies, structure, and processes.
  • Works with site management to identify current and future weaknesses and strengths; problems and concerns; job satisfaction and productivity.
  • Works with all levels of management on-site to ensure organizational competence and performance management.
  • Manages and administers compensation programs within and as established by Compensation COE. Will consult with Compensation COE and Director of HR accordingly.
  • Advises and recommends to all levels of management appropriate compensation actions/adjustments to attract, retain and motivate employees.
  • Partners with Director of HR and Compensation COE on non-management pay administration guidelines, including annual performance/merit increase guidelines.
  • Partners with Director of HR and Compensation COE on issues relating to wage parity/analysis.
  • Manages & maintains positive associate relations.
  • Monitors work environment for any signs of potential union organization.
  • Liaise with the Director of Human Resources, and where needed, COE Work Environment manager to ensure that consistent treatment is being afforded to all associates.
  • Participate in and support Positive Work Environment (PAR) training, labor/employee relations-related interventions (focus groups, feedback sessions, etc.), Guarantee of Fair Treatment/Arbitration in collaboration with the COE Work Environment Team to come to a satisfactory resolution.
  • Responsible for documentation and disciplinary action training for line managers.
  • Coach and advise management on Work Environment issues.
  • Key escalation point for associate relation issues and may substitute for Director Human Resources. (e.g., progressive discipline issues)
  • Participate in resolution of serious grievances surfaced by any site.
  • Ensure that disciplinary procedures are consistently and appropriately administered on site.
  • Ensure and guide communication of site rules and regulations, the progressive discipline policy, Associate Resource Line, Business Integrity Line and the Guarantee of Fair Treatment.
  • Partners with site management and Director of HR in development of policies that may result in disciplinary procedures.
  • Assist Director of Human Resources in research and preparation of employment lawsuits for corporate and outside counsel.
  • Coordinate responses to subpoenas as directed by corporate counsel.
  • Provides liaison and consulting services to all levels of management and associates interpreting and defining established policies and procedures.
  • Consults and reviews grievances processed through various grievance programs, and handles investigations and analyses required to prepare company answers and resolutions to such grievances.
  • Handles all legal tasks regarding terminations, annulments.
  • The HRM should be proactive in all areas of Associate Relations.
  • The HRM will review Engagement Survey scores for all sites in market, provide analysis, and will schedule visits as needed to area sites addressing any improvement plans to mitigate issues being escalated through the Business Integrity Line/Guarantee of Fair Treatment lines.
  • Where possible the HRM should be aware of any issues relating to Associate areas at any site which might impact associate well-being (e.g. the Associate break-room/the Associate entrance).
  • The HRM is responsible for the on-site life cycle of the Engagement Survey and the associated action planning. In addition, they are responsible for overseeing the improvement of those sites and departments who fail to meet the minimum standards in any portion of the lifecycle and/or the associated metrics.
  • 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/Director on all Union matters.
  • Act as key consultant with site Staff for workers’ compensation activities.
  • Ensure sites have systems in place to record absences, time-off requests and shift turndowns.
  • Discuss with site management appeal processes when applicable.
  • Assist in preparing documentation for hearings, as necessary.
  • Prepare and consult with site management representatives for attendance at hearings and attend as necessary.
  • Reviews adherence to the Federal Wage and Hour Law/Fair Labor Standards Act and other legal requirements.
  • Ensures site compliance with all applicable MVW policies, procedures, and
  • Remains current on government regulations and legislation in order to manage the associate relations program to ensure/enforce consistent and fair application and compliance of MVW and local regulations.
  • Point of contact for Talent Acquisition COE and back up On Boarding Coordinator in the absence of HR Coordinator/Partner.
  • Provides Talent Acquisition COE with staffing updates, assists in obtaining approvals for hiring exceptions, and provides COE with applicant eligibility and rehire status.
  • Supports Director of HR in planning, coordinating and directing associate training programs. Facilitates day one orientation in the absence of HR Coordinator/Partner at the site.
  • Provides task aids and training materials to site leaders and associates.
  • Conducts impromptu one-on-one trainings as needed during site visits.
  • Remains current with new labor legislation, court decisions and government regulations in order to keep abreast of legal developments.
  • Maintains a good business relationship with all legal/government institutions.
  • Performs any reasonable request as assigned.

FAQs

Do we support remote work?

Yes, this position is open to remote work within the state of Florida, with a strong preference for South Florida.

Is travel required for this position?

Yes, up to 25% travel may be required as needed to sites based in South Florida.

What qualifications are needed for the Area Human Resources Manager position?

A bachelor's degree in Human Resources, Business Administration, or a similar discipline, along with at least three years of progressive HR Generalist experience in a management role, is required.

Is bilingualism a requirement for this role?

Yes, fluent English and Spanish are required.

What areas of Human Resources will the Area Human Resources Manager be responsible for?

The HR Manager will be responsible for compensation, work environment, associate relations, unemployment, workers’ compensation, and compliance with HR policies and procedures.

What kind of experience is preferred for this position?

Experience in Vacation Ownership, Hospitality, or Vacation Ownership Sales and Marketing is preferred, along with experience in a multi-unit and/or multi-state environment.

Is there a preferred certification for this role?

Yes, PHR or SHRM-CP certification is preferred.

How does this role contribute to associate relations?

The HR Manager is expected to be proactive in associate relations, providing support and analysis of Engagement Survey scores, and addressing issues to improve associate well-being.

Will this position involve direct interaction with union matters?

Yes, the HR Manager will interpret the Collective Bargaining Agreement (CBA) and ensure site leadership is educated on CBA procedures.

What are the key skills needed for this position?

Key skills include excellent communication skills, strong coaching and influencing abilities, the capability to build rapport and trust, and proficiency in Microsoft Office products.

What is the importance of compliance in this role?

The HR Manager ensures site compliance with federal laws and company policies, remaining current on regulations to manage associate relations effectively.

How will the HR Manager support talent acquisition?

The HR Manager will serve as the point of contact for Talent Acquisition COE, providing staffing updates and assisting with hiring approvals.

What type of support will the HR Manager provide to site leadership?

The HR Manager will assist site leadership in various HR functions, including preparation for investigations, managing compensation programs, and providing training on disciplinary procedures.

What does the role require in terms of working independently?

The HR Manager is expected to operate independently, self-prioritize tasks, and initiate critical work according to business needs.

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Marriott International

Travel & Leisure
Industry
10,001+
Employees
1927
Founded Year

Mission & Purpose

Marriott International, Inc. is based in Bethesda, Maryland, USA, and encompasses a portfolio of nearly 8,300 properties under 30 leading brands spanning 138 countries and territories. Its heritage can be traced to a root beer stand opened in Washington, D.C., in 1927 by J. Willard and Alice S. Marriott. 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. Community Guidelines: We reserve the right to remove without any notice content that we determine in our sole discretion is offensive or illegal, contains personally identifiable information, trademarks or copyrights belonging to a third party, advertises a third party’s products or services, or is otherwise inappropriate. Application Tips: We encourage job seekers to protect themselves from email and recruiting scams. Please note: 1) We do not accept applications via email or fax; 2) We never ask for money as part of the application process; 3) We only contact job applicants from approved email domains.

Benefits

  • Travel Perks & Benefits

    We encourage you to explore the world around you, so we offer generous hotel and food discounts at thousands of our global properties. What a way to travel! We look after our associates, which is why we also have a comprehensive and competitive benefits program.

  • Recognition & Rewards

    Marriott recognizes success and commitment. We honor and encourage leadership and exceptional service. We also give bonuses for successful referrals and we reward long service. We believe hard work should be acknowledged.

  • Growth Opportunities

    Marriott believes in a career that flourishes with you. We also believe that wider experiences often provide a more enriching experience. We offer professional development, mentoring and training to help you get to where you want to go.