Additional Information

Job Number 25012476

Job Category Human Resources

Location Dubai Marriott Harbour Hotel & Suites, King Salman Bin Abdulaziz Al Saud Street , Dubai Marina, Dubai, United Arab Emirates, United Arab Emirates, VIEW ON MAP

Schedule Full Time

Located Remotely? N

Position Type Management

JOB SUMMARY

Human Resources Manager works with the Human Resources employees and the Operations Team on daily activities of the Human Resource Office including oversight of recruitment, total compensation, budgets, training, and development. Additionally, he/she 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.

CANDIDATE PROFILE

Education and Experience

• High school diploma or GED; 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.

• Financial management skills e.g., ability to analyze P&L statements, develop operating budgets.

• Strong skills: - Negotiation , collaboration , communication , strategic planning ,problem solving , decision-making.

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 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 openings.

• 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.

• Administering of Assessments as per position

• Ensures background checks and references taken up as per policy are completed and work permits/social security numbers are verified in accordance with Marriott Standard Operating Procedures.

• Identifies local trends and implements an effective hiring process for the unit to secure the right talent for the right job in a quick and efficient manner.

• Ensures the area designated for completing employment applications is clean, well maintained, and accessible to individuals with disabilities.

• Monitors labor turnover by conducting exit interviews and compiling and analyzing monthly Labor Turnover Report.

Administering and Educating Employee Benefits

• Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors.

• Prepares, audits and distributes unemployment claim activity reports to property management.

• Attends unemployment hearings and ensures property is properly represented.

• Ensures that department has the available resources on hand to administer employee.

• Develops property wage scale and ensures compliance; conducts annual wage survey to ensure hourly rates of pay are competitive in the market; adjusts wages as necessary.

• Ensures wages are paid in accordance to regionally issued guidelines and local laws e.g., entry level rates paid to new hires, overtime provisions in place and separation pay.

• Ensures fair and equitable administration of pay increases for promotions, salary adjustments or merit increases.

• Ensures performance appraisal processes are in place, reviews are conducted in a timely manner and increases are processed.

• Equips managers with the necessary tools and resources to deliver associate job skills and service training. Ensures departmental orientation process is in place and associates receive the appropriate new hire training to successfully perform their job.

• Ensures all managers have a current Career Plan and that there is a Talent and Development and Succession Plan (TDAPS) in place for all management position

Participates in departmental daily stand-up meetings and models desired service behaviors in all interactions with guests and associates.

• Observes service behaviors of associates and provides feedback to individuals and/or managers; continuously focuses on improving guest service.

• Supports executive committee and department heads in identifying areas of service improvement. Partners with managers to develop corrective action plans.

• Conducts property training needs assessment and coordinates enrolment for core management training programs, tracks and documents managers’ participation in training.

• Leads the development of associates, drives cross-training throughout the property and endorses cross-brand movement.

• Ensures development plans are in place in accordance with the performance appraisal process, goals are documented and progress towards goal achievement is measured.

• Ensures compliance training is conducted in accordance with HR Standards/HR Audit (e.g., Fire Safety Training, First Aid).

• Actively participates in the Regional HR Business Review Calls and HR Meetings.

• Uses Marriott Global Source and its associated sites as a reference and resource tool. Proposes new content to Regional Office.

• Develops and champions specific area/region wide HR activities which lead to the improvement of the HR discipline.

• Ensures that the Marriott orientation program is in place.

• Ensures effective associate communication channels are established and active in the property e.g., daily stand– up meetings, monthly departmental meetings, regularly scheduled hotel-wide meetings, bulletin boards and HR Diagnostics.

• Communicates hotel rules and regulations, the progressive discipline policy, Business Integrity Line and the Guarantee of Fair Treatment during orientation and via associate notice boards, other internal communication channels and Associate Handbook.

• Ensures progressive discipline training is provided to management staff and policy is consistently followed. Ensures proper documentation is maintained on all disciplinary issues.

• Is highly visible and interfaces with associates on a regular basis to obtain feedback on quality of Human Resources services levels and overall satisfaction; effectively responds to and resolves associate problems and complaints.

Managing Employee Development

• Supports a departmental orientation program 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 Director of Human Resources/Multi-Property Director of Human Resources.

• Partners with Loss Prevention to conduct employee accident investigations, as necessary.

• Communicates performance expectations in accordance with job descriptions for each position.

• Ensures hotel policies are administered fairly and consistently, disciplinary procedures and documentation are completed according to Standard, Regional and Local Operating Procedures (SOPs, RSOP and LSOPs).

• Benchmarks departmental standards using the HR Audit, HR Balance Score Card, HR Diagnostics, Standard, Regional and Local Operating Procedures.

• Celebrates successes and publicly recognizes the contributions of team members.

• Ensures departmental participation in community service events sponsored by Marriott International to build teamwork and enhance community relationships (e.g., Spirit to Serve our communities day).

Administration:

• Ensures associate files contain required paperwork (e.g., employment application, reference checks, Information Protection Agreement, job description, etc.), are properly maintained and secured and meet data protection, and other legal requirements.

• Housing:

Organize and manage all housing related tasks.

Initiate and be involved in all projects.

Proactively manage all issues related to housing.

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 Privacy Act.

• Ensures medical records are maintained in a separate, secure and confidential medical file.

• Facilitates random, reasonable belief and post-accident drug testing process (in properties where applicable).

• Communicates property rules and regulations via the employee handbook.

• Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc.

• Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims.

• 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 Workers Compensation 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).

Policies and Procedures

• Follow company and department policies and procedures.

• Protect the privacy and security of guests and coworkers.

• Maintain confidentiality of proprietary materials and information.

• Ensure uniform, nametags, and personal appearance are clean, hygienic, professional and in compliance with company policies and procedures.

MANAGEMENT COMPETENCIES

Leadership

• Adaptability - Maintains performance level under pressure or when experiencing changes or challenges in the workplace.

• Communication - Conveys information and ideas to others in a convincing and engaging manner through a variety of methods.

• Problem Solving and Decision Making - Identifies and understands issues, problems, and opportunities; obtains and compares information from different sources to draw conclusions, develop and evaluate alternatives and solutions, solve problems, and choose a course of action.

• Professional Demeanor - Exhibits behavioral styles that convey confidence and command respect from others; makes a good first impression and represents the company in alignment with its values.

Managing Execution

• Building and Contributing to Teams - Actively participates as a member of a team to move the team toward the completion of goals.

• Driving for Results - Sets high standards of performance for self-and/or others; assumes responsibility for work objectives; initiates, focuses, and monitors the efforts of self-and/or others toward the accomplishment goals; proactively takes action and goes beyond what is required.

• Planning and Organizing - Gathers information and resources required to set a plan of action for self-and/or others; prioritizes and arranges work requirements to accomplish goals and ensure work is completed.

Building Relationships

• Coworker Relationships - Interacts with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.

• Customer Relationships - Develops and sustains relationships based on an understanding of customer needs and actions consistent with the company’s service standards.

• Global Mindset - Supports employees and business partners with diverse styles, abilities, motivations, and/or cultural perspectives; utilizes differences to drive innovation, engagement and enhance business results; and ensures employees are given the opportunity to contribute to their full potential.

Generating Talent and Organizational Capability

• Organizational Capability - Evaluates and adapts the structure of own assignments and suggests improvements to work processes to best fit the needs and/or support the goals of an organizational unit.

• Talent Management - Provides support and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.

Learning and Applying Professional Expertise

• Applied Learning - Seeks and makes the most of learning opportunities to improve performance of self-and/or others.

• Business Acumen - Understands and utilizes business information to manage everyday operations.

• 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.

• 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.

• 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 - 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.

• Housing: manage all housing related tasks for various levels

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

• Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).

• Mathematical Reasoning - Demonstrates ability to add, subtract, multiply, or divide quickly, correctly, and in a way that allows one to solve work-related issues.

• Oral Comprehension - Demonstrates ability to listen to and understand information and ideas presented through spoken words and sentences.

• Reading Comprehension - Demonstrates understanding of written sentences and paragraphs in work-related documents.

• Writing - Communicates effectively in writing as appropriate for the needs of the audience.

Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.

Marriott Hotels strive to elevate the art of hospitality, innovating at every opportunity while keeping the comfort of the oh-so-familiar all around the globe. As a host with Marriott Hotels, you will help keep the promise of “Wonderful Hospitality. Always.” by delivering thoughtful, heartfelt, forward-thinking service that upholds and builds upon this living legacy. With the name that’s synonymous with hospitality the world over, we are proud to welcome you to explore a career with Marriott Hotels. In joining Marriott Hotels, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.

JW Marriott is part of Marriott International's luxury portfolio and consists of more than 100 beautiful properties in gateway cities and distinctive resort locations around the world. JW believes our associates come first. Because if you’re happy, our guests will be happy. JW Marriott associates are confident, innovative, genuine, intuitive, and carry on the legacy of the brand’s namesake and company founder, J.Willard Marriott. Our hotels offer a work experience unlike any other, where you’ll be part of a community and enjoy true camaraderie with a diverse group of co-workers. JW creates opportunities for training, development, recognition and most importantly, a place where you can pursue your passions in a luxury environment with a focus on holistic well-being. Treating guests exceptionally starts with the way we take care of our associates. That’s The JW Treatment™. In joining JW Marriott, you join a portfolio of brands with Marriott International. Be where you can do your best work,​ begin your purpose, belong to an amazing global​ team, and become the best version of you.