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Manager II Human Resources (Aqua Aston Hospitality)

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Marriott International

Nov 12, 2024

  • Job
    Full-time
    Junior & Mid Level
  • Customer Relations
    People, HR & Administration
  • Honolulu
  • Quick Apply

AI generated summary

  • You need a bachelor’s degree, 2-4 years of HR experience, strong communication skills, problem-solving abilities, proficiency in Microsoft Office, and ideally a PHR or SHRM-CP certification.
  • You will manage HR processes, analyze data for turnover, advise on compensation, ensure compliance, support associate relations, and facilitate training and performance management initiatives.

Requirements

  • Bachelor's degree in Human Resources, Business Administration, or similar discipline or related experience.
  • Two to four years of progressive HR Generalist experience.
  • Experience in Vacation Ownership, Hospitality or Vacation Ownership Sales and Marketing preferred.
  • 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.
  • Bi-lingual language preferred depending on individual site needs.
  • 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

  • Performs more complex quantitative and qualitative analysis for business processes and/or projects. Often manages small projects, business processes or parts of larger ones.
  • Responds to, solves and makes decisions on more complex/non-routine business requests with limited to moderate risk.
  • Responsible for own work and contributing to team, department and/or business results. May direct work of non-management staff.
  • Assists more senior associates in achieving business results by:
  • identifying opportunities to enhance the effectiveness of business processes.
  • providing training and technical guidance to less senior staff, where appropriate, and serving as point-of-contact for problem resolution.
  • participating in setting department operating plans.
  • recognizing and celebrating team successes.
  • achieving results against budget within scope of responsibility.
  • Demonstrates an awareness of personal strengths and areas for improvement and acts independently to improve and increase skills and knowledge.
  • Performs other duties as appropriate.
  • 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 SVP, 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 General Manager and SVP, 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 General Manager. (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 in development of policies that may result in disciplinary procedures.
  • Assist SVP, 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

What is the primary responsibility of the Human Resources Manager at Aqua Aston Hospitality?

The primary responsibility of the Human Resources Manager is to manage, assess, and review all human resources activities, including union relations, compensation, associate relations, compliance, and interpretation of HR policies and procedures.

Who does the Human Resources Manager report to?

The Human Resources Manager reports directly to the SVP of Human Resources, with a dotted line responsibility to the property General Manager.

What qualifications are required for this position?

A Bachelor’s degree in Human Resources, Business Administration, or a similar discipline is required, along with two to four years of progressive HR Generalist experience. PHR or SHRM-CP certification is preferred.

What is the expected salary range for this role?

The expected salary range for the Human Resources Manager role is $70,000 - $90,000 per year, plus benefits and perks.

Is previous experience in hospitality or vacation ownership valued?

Yes, experience in Vacation Ownership, Hospitality, or Vacation Ownership Sales and Marketing is preferred.

Will the Human Resources Manager have the opportunity to coach site managers?

Yes, the Human Resources Manager will provide training and technical guidance to site managers and assist them in handling investigations and hearings.

Are there opportunities for professional development in this role?

Yes, the Human Resources Manager is expected to remain current with new labor legislation and HR trends, enhancing their professional growth through knowledge and experience acquisition.

What skills are essential for success in the Human Resources Manager position?

Essential skills include excellent communication, problem-solving, collaboration, organizational abilities, and strong coaching and influencing skills.

Are bilingual skills preferred for this position?

Yes, bilingual language skills are preferred depending on the individual site's needs.

Does the Human Resources Manager participate in talent acquisition?

Yes, the Human Resources Manager serves as a point of contact for Talent Acquisition and assists with staffing updates and approvals.

Will the HR Manager be involved in compliance with labor laws?

Yes, the Human Resources Manager is responsible for ensuring compliance with federal wage and hour laws, as well as other legal requirements.

Are there any travel requirements for this position?

Yes, the position may require limited travel to support 1-3 sites in a market.

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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.