Senior Director of Human Resources, South & East India, Bangladesh & Sri Lanka

MARRIOTT INTERNATIONAL

Corporate Senior Leader Job Description

Position Title:                              Senior Director of Human Resources, South & East India, Bangladesh & Sri                                                               Lanka

Functional Job Family:                Human Resources                   

Primary Job Family:                    Senior Leader               

MRC Band:                                 12                        

Reports to:                                 Market Vice President, South & East India, Bangladesh & Sri Lanka & Vice                                                                President, Human Resources, South Asia

Department:                               Human Resource

Responsible for the Human Resources operations function for the markets of South & East India, Bangladesh & Sri Lanka. Member of the area leadership team – South & East India, Bangladesh & Sri Lanka. Responsibilities cover all managed hotel brands that operate within the market/s. Property HR Leaders have a dual reporting line to the Senior Director of Human Resources, South & East India, Bangladesh & Sri Lanka and to their respective General Manager.

CANDIDATE PROFILE  

• At least 10 years’ experience in a HR Leadership role, preferably with consolidated above property responsibility and experience. International HR experience is preferred. 
• Degree qualified, majoring in HR or Business is highly preferred. 
• Strong written and verbal English communications are required. 

Specific Job Summary 

Position directs and works with property HR Leaders to comply with the Company Policy including recruitment, total compensation and benefits, employee relations and training and development.  Focuses on delivering HR services that meet or exceed the needs of associates and enable business success; ensures compliance with local regulations in different country and Marriott International operating procedures. Partners with Market Leadership and APEC HR Leadership to design and execute HR initiatives to meet the business and growth needs of the market. 

Specific Expected Contributions 

Recruitment & Selection

• Work with property General Managers to recruit and select Directors of Human Resources/Human Resources Managers for each property.
• Partner with Area Team to source and recruit executive committee members for properties through internal and external sources.
• Prepare salary and remuneration costs analysis for Market VP’s study
• Prepare General Manager candidate’s CV in standard format for owner’s review
• Assist in mass recruitment activities for pre-opening hotel projects
• Roll-out and implement corporate recruitment tools to properties, and ensure tools are being used consistently and according to the recommended guidelines.
• Ensure that all properties post internal and external open positions in appropriate venues and candidates are screened, interviewed, selected and reference-checked according to HR SOP.
• Ensure that all vacant management positions are posted in PeopleSoft and information is accurate and current.
• Facilitate the transfer and promotions between properties and brands in Marriott International.  
• Identify various external recruitment sources (e.g. recruitment agencies, websites, etc.) and educate sources on desired candidate profile for management openings.  Effectively communicates the benefits of working in the brand to attract candidates.
• Attend job fairs and network with organizations (e.g. hotel associations, hotel schools, universities, etc.).

Total Compensation

• Educate property human resources leaders on the various regional and corporate benefits available, eligibility requirements and train team to trouble shoot benefit programs associates may encounter.  In addition, provides an overview of regional and corporate benefits to the area team enabling them to educate their associates and answer routine questions. 
• Ensure that management associates who are eligible for certain regional and corporate benefits are informed and enrolled in these programs.  Communicate changes and updates to the programs in a timely manner.
• Train property human resources leaders to conduct salary surveys and to develop wage scales to ensure pay rates are competitive in the market.  Review wage scales for each hotel to ensure internal and external equity.
• Reviews any adjustments required for out of guideline wage increases for executive committee members and ensure compliance with wage scales and HR SOP.
• Review and approve each opening property’s proposed salary scales.
• Ensure performance appraisal processes are in place.
• Propose and prepare offer letters and hiring packages for General Managers and regional hired executive committee associates.

Training and Development

• Ensure property training plans are implemented with property’s needs and strategy.
• Ensure that an on property new hire orientation program exists which includes information on Marriott International brands, culture and values, hotel’s business priorities and brand’s service strategy.  The orientation must generate a positive first impression, is attended by all new associates, and includes participation of the leadership team.
• Liaise between property and regional training department on training needs, as well as tools and resources available.
• Facilitate teambuilding programs for hotel executive committee and department heads, as requested.
• Coordinate regional office orientation for new General Managers.
• Train and orient new human resources management.
• Participate as a member of the International Management Trainer’s Network to facilitate core management programs, if possible. 

Associate Relations

• Ensure that all Marriott associate relations programs and policies are communicated in the properties, and ensure compliance with these policies.
• Conduct associate rap sessions during property visits.
• Handle associate grievance cases.
• Facilitate a property’s approach to managing the workforce during extended slow periods or economic downturns; i.e. work with property leadership team to determine workforce reductions, decrease in hours, cross utilization of staff or other alternatives when there is any project delay)
• Stay abreast of union activity in the various countries.  Ensures wages and benefits are competitive with local contracts. Continually reinforce concepts taught in Positive Associate Relations with management team.
• Assist property executive committee to develop effective labor relations strategy and educate leadership team to ensure positive labor relations.
• Provide support and consultation to the property general manager and human resources management on issues relating to contract negotiations and administration with third party.

Talent Planning

• Drives and support property annual Human Capital Planning activities to support the talent needs and growth of the market
• Establishes plan and facilitates market Human Capital Planning reviews
• Ensures learnings and talent needs/gaps identified via Human Capital Planning reviews are incorporated into talent initiatives and talent resourcing efforts. 
• Drives the importance and execution Personal Development Plans across the market and to ensure the ongoing development focus of talent 

Human Resources

• Conduct property visits and HR audits of all properties.  Ensure that action plans are developed to address non-compliance areas, and follow-up to ensure compliance.
• Develop regional HR SOPs through seeking input for regional team, and ensure consistent and fair administration of the policies.
• Serve as the HR resource to property HR managers; coach and counsel property HR associates.
• Seek opportunities to leverage HR activities within cluster hotels, i.e. training, recruiting, community service, etc.
• Prepare pre opening Human Resources Budget for new  hotel projects
• Conduct various surveys as needed.
• Disseminate timely information to the field from regional/corporate office, and vice versa.
• Serve as the HR resource and advisor to Area team.
• Share best practices, information and results with area hotels.
• Oversee and get involved with human resources issues during hotel acquisition and new opening to ensure smooth transition.
• Analyze projects for HR programs and assist with implementation of such, i.e. training program, incentive programs, etc.
• Support workforce planning and career development of designated properties.
• Ensure that Marriott management in the area hotels lead with proven Marriott philosophy in a culturally diverse work environment.

Other

• Perform other duties as assigned to meet business needs.

Specific Candidate Profile  

• College degree in business administration with Human Resources management is preferred.
• 9 - 10 years experience in human resources field with supervisory skill.
• Interpersonal skills to resolve sensitive issues with associates.
• Verbal and written communication skills.
• Computer skills such as Microsoft Word, Excel, Access, and PeopleSoft.