Additional Information Given the position is remote with travel, relocation will not be offered. This position covers the Eastern Region.
Job Number 23043637
Job Category Human Resources
Location Eastern Region Office, 9737 Washingtonian Blvd 5th Floor, Gaithersburg, Maryland, United States VIEW ON MAPSchedule Full-Time
Located Remotely? Y
Relocation? N
Position Type Management

JOB SUMMARY

The Bench Human Resources Manager will report directly to the Director, HR Planning & Support. The Bench Human Resources Manager will be deployed by the Regional Office to fill an HR deployment need in any market. This position will require significant travel throughout the region. As a member of the property Human Resources support staff, he/she directs and works with Human Resources associates to carry out the daily activities of the Human Resources Office including oversight of recruitment, total compensation, and training and development. Additionally, he/she focuses on delivering HR services that meet or exceed the needs of associates and enable business success; as well as ensures compliance with federal, state and local regulations and Marriott International operating procedures.

BUSINESS RESULTS

Balanced Scorecard Results: Supports strategies and conducts activities to drive and continuously improve financial results, guest satisfaction, human capital index, and market share.

• Recruitment: Ensure attraction, selection and retention of a diverse workforce in the most cost effective and efficient means to meet the business needs of the operation.
• Total Compensation: Provide guidance to associates regarding benefit plan administration, and support administration of compensation plans. Focus on compliance with Marriott Standard Operating Procedures and provide excellent service to enhance associate satisfaction.
• Training and Development: Ensurecoordination and delivery of hourly training programs such as new hire orientation, service and job skills training, compliance and safety training to ensure business success.
• Associate Relations: Perform activities to help create and sustain a work environment that focuses on fair and equitable treatment and associate satisfaction to enable business success.
• Human Resources Department Focus: Participate in the hiring, development and retention of diverse associates to deliver excellent products and services. Sustain a work environment that focuses on fair and equitable treatment and associate satisfaction to enable business success.
• Associate Safety: Partner with Loss Prevention to ensure a safe and secure work environment and administer an effective workers compensation program. Work in partnership with Operations Managers to reduce the frequency and severity of accidents. Ensure compliance with all regulatory reporting requirements.

TECHNICAL EXPERTISE/CANDIDATE PROFILE

Technical Expertise (Learning and Applying Personal Expertise)

The following are specific responsibilities and contributions critical to the successful performance of the position:

Talent Acquisition (Recruitment and Selection)

• Establish and maintain contact with external recruitment sources, in partnership with Hewitt (e.g., state job service, local colleges, recruiting agencies, and community based organizations). Attend job fairs and ensure documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.
• Network with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.
• Oversee/monitor candidate identification and selection process:
• Partner with Hewitt to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.
• Perform quality control on Hewitt’s performance of candidate identification/selection
• Oversee the selection/non-selection and offer processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications).
• Ensure interviews are conducted according to recommended guidelines, consistent screening criteria is used and only job-related questions are asked.
• Monitor applicant flow and new hire activity of minorities and women.

Total Compensation

• Work with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors. • Prepare, audit and distribute unemployment claim activity reports to property management
• Attend unemployment hearings and ensure hotel is properly represented.
• Ensure that department has the available resources on hand to administer associate benefits (e.g., Access to myHR, Marriott Global Source and Unemployment Cost Control).
• Ensure wages are paid in accordance to Standard Operating Procedures, federal and state laws (e.g., associate pay for meeting attendance, wages limited to maximum rate of pay, entry level rates paid to new hires, overtime provisions in place, and separation pay).
• Monitor hourly performance appraisal processes, ensuring reviews are conducted in a timely manner and increases are processed.
• Oversee payroll administration, if applicable.
• As necessary, ensure larger changes to benefit plans are communicated property-wide and in a timely manner.
• Assist in administering hourly wage scale and ensures compliance; conduct annual wage survey to ensure hourly rates of pay are competitive in the market; provide recommendations for adjustments to Director of Human Resources/Multi=Property Director of Human Resources.

Performance Development

• Ensure coordination and facilitation of new hire orientation program to generate a positive first impression for associates and emphasize the importance of guest service in Marriott culture; ensure attendance by all new hires and participation of the leadership team.
• Collaborate with management team to ensure departmental orientation processes are in place and associates receive the appropriate new hire training to successfully perform their job.
• Coordinate enrollment for North America Lodging and regional training programs in partnership with Performance Development Manager.

Associate Relations

• Assist in maintaining effective associate communication channels in the property (e.g., develop daily communications and assist with regularly scheduled hotel-wide meetings).
• Communicate hotel rules and regulations, the progressive discipline policy, Peer Review, Associate Resource Line, Business Integrity Line, and the Guarantee of Fair Treatment during orientation and via the associate handbook.
• Review progressive discipline documentation for accuracy and consistency. Check for supportive documentation and is accountable for determining appropriate action.
• Utilize an “open door” policy to acknowledge associate problems or concerns in a timely manner, ensure associate issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources.
• Partner with Hewitt on exit interview process for all voluntary separations, track results, and share information with Director of Human Resources/Multi-Property Director of Human Resources.
• Assist with the administration of recognition programs for hourly and management associates; provide suggestions to improve existing programs or introduces new concepts to maintain associate interest and involvement (in collaboration with Performance Development Manager).
• Monitor work environment for signs of union organization. Assist in publicizing and enforcing no solicitation, loitering and uniform standards policies. Continually exemplify and support concepts taught in Positive Associate Relations.

Associate Safety

• Ensure all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to associates on a regular basis through orientation, hotel meetings, bulletin boards, etc.
• Partner with Loss Prevention to conduct associate accident investigations, as necessary.
• Manage Workers Compensation claims to ensure appropriate associate care and manage costs. Conduct periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims.
• Represent Human Resources at the Hotel Safety Committee; help to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.
• Ensure departments are conducting safety training and orientation.
• Maintain OSHA 300 Logs and reporting policies.

Human Resources Department

• Assist in the interviewing and hiring of Human Resource associate team members with the appropriate skills, as needed.
• Support a departmental orientation program for associates to receive the appropriate new hire training to successfully perform their job. Ensure associates are cross-trained to support successful daily operations.
• Use all available on the job training tools for associates; supervise on-going training initiatives and conducts training, when appropriate.
• Communicate performance expectations in accordance with job descriptions for each position.
• Participate in the associate performance appraisal process, providing feedback, as needed.
• Establish and maintain open, collaborative relationships with associates and ensures associates do the same within the team.
• Actively solicit associate feedback, utilizes an “open door” policy and review associate satisfaction to identify and address associate problems or concerns. Bring issues to the attention of the Director of Human Resources/Multi-Property Director of Human Resources, as necessary.
• Participate in associate progressive discipline procedures. Within the department, ensure hotel policies are administered fairly and consistently, disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and supports the Peer Review Process.
• Ensure that regular on-going communication is happening with associates to create awareness of business objectives and communicates expectations, recognize performance and produce desired business results.
• Celebrate successes and publicly recognizes the contributions of team members; ensure associate recognition is taking place on all shifts. Help maintain an on-going departmental associate recognition program.

Administration

• Ensure associate files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.
• Ensure compliance with procedure for accessing, reviewing, and auditing associate files and ensure compliance with the Privacy Act.
• Ensure medical records are maintained in a separate, secure and confidential medical file
• Facilitate random, reasonable belief and post accident drug testing process (in properties where applicable).
• House and maintain Corporate, Lodging and Local Standard Operating Procedures (SOPs and LSOPs)
• Develop and maintain property job specifications.
• Support the maintenance of the Human Resource Information System in accordance with Human Resources Standard Operating Procedures.
• Ensure all I-9 documentation is properly recorded, filed, and updated in accordance with the Immigration Reform and Control Act. Take appropriate action with individuals who are unable to produce valid documentation.
• Ensure all regulatory information is posted as required by state and federal law (e.g., Minimum Wage Notice, Equal Employment Opportunity Notice).
• Responsible for Leave of Absence processing.

Other

• Perform other duties as assigned to meet business needs.

Candidate Profile

Experience

• Varies by size and complexity of property.

Skills and Knowledge

• Strong customer and associate relation skills.
• Good coaching skills.
• Strong problem-solving skills.• Good training/facilitator skills.
• Strong communication skills (e.g., verbal, listening, writing).
• Good understanding of labor relations.
• Good understanding of labor laws.
• Good understanding of workforce analysis.
• Good event planning skills.
• Effective decision-making skills.
• Strong organizational skills.
• Ability to use standard software applications and hotel systems.
• Strong consensus building skills.
• Strong analytical skills.
• Effective influence skills.
• Effective conflict management skills.
• Effective change management skills.
• Financial management skills (e.g., ability to understand P&L statements, manage operating budgets, forecasting, and scheduling).
• Ability to acquire and maintain relationships (e.g., associates, customers, vendors).
• Basic legal expertise related to hotel issues.
• Strong presentation and platform skills.
• Knowledge of overall hotel operations as they affect department.
• Knowledge of governmental regulations and safety standards (e.g., OSHA, ADA).

Education or Certification

• High school diploma or equivalent required; Bachelor’s Degree preferred.
• Society of Human Resource Management, PHR Certification Preferred.

California Applicants Only: The salary range for this position is $64,480.00 to $97,760.00 annually.

Colorado Applicants Only: The salary range for this position is $50,000.00 to $88,875.00 annually.

New York City & Westchester County, NY Applicants Only: The salary range for this position is $56,400.00 to $97,760.00 annually.

Washington Applicants Only: The salary range for this position is $65,478.40 to $97,760.00 annually. In addition to the annual salary, the position will be eligible to receive an annual bonus. Employees will accrue 0.4616 PTO balance for every hour worked and eligible to receive minimum of 7 holidays annually. 

All locations offer coverage for medical, dental, vision, health care flexible spending account, dependent care flexible spending account, life insurance, disability insurance, accident insurance, adoption expense reimbursements, paid parental leave, educational assistance, 401(k) plan, stock purchase plan, discounts at Marriott properties, commuter benefits, employee assistance plan, and childcare discounts. Benefits are subject to terms and conditions, which may include rules regarding eligibility, enrollment, waiting period, contribution, benefit limits, election changes, benefit exclusions, and others.

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 International considers for employment qualified applicants with criminal histories consistent with applicable federal, state and local law.