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Staffing Manager - Honolulu, HI, United States - Marriott Vacations Worldwide
Description
Marriott Vacations Worldwide is a world premier organization for Vacation Ownership with resorts at destinations around the globe. Join our team and help deliver unforgettable experiences that make vacation dreams come true.
As a member of the professional staff, contributes specialized knowledge and skill in a discipline (e.g., Accounting, Finance, Human Resources, Information Technology, Resort Operations, Sales & Marketing etc.) Generally, works under limited supervision, but within established guidelines, producing and analyzing more complex business information to assist in the decision-making process.
The Manager II Human Resources (HRM) will report directly to the Director, HR VO RO (DHR) and is responsible for managing, assessing, and reviewing all human resources activities including compensation, work environment, associate relations, unemployment, worker's compensation, compliance and interpretation of site and company Human Resources policies and procedures.
The incumbent contributes a high level of HR generalist knowledge with specialization in Associate Relations.This position will assist site managers in the preparation and execution of investigations and hearings, as well as consult with the other regional HR staff on worker's compensation issues.
The HRM will support 1-3 sites in a market with limited travel.Strategic Human Resources
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; 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. Advises and recommends to all levels of management appropriate compensation actions/adjustments to attract, retain, and motivate employees.Partners with DHR and Compensation COE on non-management pay administration guidelines, including annual performance/merit increase guidelines.
Partners with DHR and Compensation COE on issues relating to wage parity/analysis.
Manages and maintains positive associate relations.
Monitors work environment for any signs of potential union organization.
Participate in and support Positive Work Environment (PAR) training, labor/employee relations-related interventions (focus groups, feedback sessions, etc.), Responsible for documentation and disciplinary action training for line managers.
Coach and advise management on Work Environment issues.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 DHR in development of policies that may result in disciplinary procedures.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 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.
The HRM is responsible for the on-site life cycle of the Engagement Survey and the associated action planning. Locations with Union RepresentationAdheres to guidelines as required under local CBA.
Consults with AVP/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.
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 HRC 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 HRC and local regulations.
Talent AcquisitionPoint 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.
Talent ManagementSupports DHR 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.
General Operations
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 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.
May direct work of non-management staff.
Assists more senior associates in achieving business results by: o 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.Bachelor's Degree in Human Resources, Business Administration, or similar discipline or related experience.
Two to four years of progressive HR Generalist experience.
Japanese communication skills (speaking, reading, writing) a plus.
Proficiency with Microsoft Office products, including Word, Excel and PowerPoint.
creative problem solver; 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.
Possesses strong organizational skills and ability to manage multiple tasks developing and using systems to organize and keep track of information.
Knowledge of principles and practices of human resources management.Evaluates and remains current of business trends and HR trends to modify strategies.
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.
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.
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.
#Marriott Vacations Worldwide is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.
