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Job Number 190011OJ
Job Category Human Resources
Location Singapore Regional Office| 2 Harbourfront Place #06-08|
Singapore| Singapore| Singapore
Brand Corporate
Schedule Full-time
Relocation? No
Position Type Management
Start Your Journey With Us
Marriott International is the world’s largest hotel company| with more brands|
more hotels and more opportunities for associates to grow and succeed. We
believe a great career is a journey of discovery and exploration. So| we ask|
where will your journey take you?
JOB SUMMARY
This position will report directly to the Vice-President| Human Resources and
will be an integral member of the Customer Engagement Centers. There is a
preference for the ADHR to live in the region that they support.
This position will work with the CEC HR Teams| Continent HR| and Global
Centers of Expertise| contributing a high level of generalist knowledge and
skill in human resources to support both business and human resource
objectives| as well as contribute significantly in all aspects of strategic
business leadership and operations management. Additionally| this position
will play a role as Senior HR Generalist for a large geographic area| covering
multiple Customer Engagement Centers within the Asia Pacific Region. The
successful incumbent will work within appropriate business guidelines| but
generally works with considerable independence on regional and market-based
issues and initiatives including but not limited to developing operating plans
and related operational processes to lead implementation and sustainability of
all human resource strategies| policies and programs and driving alignment
with broader business objectives.
SCOPE / BUSINESS CONTEXT / CANDIDATE PROFILE
The Area Director of HR| CEC – APAC provides HR oversight and support for a
broad geographic market| including 7 Centers and 1300+ associates.
Business Context: Expected Contributions – Essential Job Functions
Key Role: Operations
Strategic HR Leadership
Regional point person for key communications| ownership of issues| policy changes| etc. for total compensation and labor.
Build and support the use of best practices for Human Resources.
Contribute to the development and execution of business priorities by providing informed viewpoints about human resource operations.
Lead the planning and execution of implementations of human resource initiatives| strategies| policies and practices across the geography| as required.
Analyzes projects for HR programs and assist with implementation of such| i.e. training program| incentive programs| etc.
Engage in a close partnership with Area VPs| Area Directors and Continent CEC Leadership to drive HR systems and talent management excellence| organizational effectiveness| and continually assess and address regional and market level HR trends and opportunities.
Apply personal expertise and consult with Center leadership teams on complex human resource issues
Conduct site reviews for Centers that are identified annually as high risk| needing additional focus| or have a significant impact of performance.
Use analytical tools and techniques produced by new HR systems to ensure that property visits are issue-based and focused on trouble-shooting.
Assists more senior associates in achieving business results by:
Acting in a consultative fashion to implement programs impacting the broader organization.
Assisting in the development and communication of broader organizational goals.
Achieving results against budget within scope of responsibility.
Taking calculated risks to move the department or team forward.
Developing and using systems to organize and keep track of information.
Balancing the interests of own group with the interests of the organization.
Working with others to identify and remove barriers to success.
Talent Acquisition
Drive staffing and workforce planning efforts for top talent in geography:
Determine the management staffing needs for openings and ensure that candidates are identified for these opportunities.
Assess| on an on-going basis| Center needs| and competencies required to fill upcoming openings; work with resources to ensure workforce planning is aligned with needs.
Personally| be responsible for and involved in the selection of all Site Leaders and site DHRs
Support hourly recruiting efforts by ensuring the appropriate education| training| and/or tools are provided to properties in geography in a timely and efficient manner.
Performance Development
Lead market-wide leadership talent development (LTDI)| performance and career coaching and succession management in respective geography by:
Driving execution of LPA in their geography.
Working in partnership with DHRs to provide job performance development and career guidance (e.g.| coaching| mentoring) to center leadership (e.g.| Site Leaders| DHRs| Ops Leaders etc.)
Identify| plan and implement training and development needs and activities for management and hourly associates.
Drive leadership of and provide input to Human Capital Review in their geography.
Ensures that annual training needs assessment is conducted on site| and reviews center training plans to alignment with Center needs and strategy.
Ensures that a new hire orientation program exists which includes information on Marriott International brands| culture and values| 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.
Liaises between property and training department on training needs| as well as tools and resources available.
Trains and orients new human resources management.
Ensures development plans and career plans are in place in the Centers for all managers| and that goals are documented and progress towards goal achievement is measured.
Participates as a member of the International Management Trainer’s Network to facilitate core management programs| if possible
Total Compensation
Educates Site HR 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 CEC Leadership team enabling them to educate their associates and answer routine questions.
Ensures that management associates who are eligible for certain regional and corporate benefits are informed and enrolled in these programs. Communicates changes and updates to the programs in a timely manner.
Trains center human resources leaders to conduct salary surveys and to monitor wage scales to ensure pay rates are competitive in the market. Reviews wage scales with compensation partners for each Center to ensure internal and external equity.
Reviews any adjustments required for out of guideline wage increases and ensures compliance with wage scales and HR SOP.
Reviews and approves each center proposed increase guidelines for each year.
Ensures performance appraisal processes are in place| reviews are conducted in a timely manner and increases are processed.
Associate and Labor Relations
Overall responsibility for associate relations service delivery through partnering with Center HR Leaders
Act as expert as well as key escalation point for high risk/complex associate relations issues.
Provide consultation in support of creating and maintaining a positive work environment for associates utilizing the tools| services and resources available (in collaboration with the corporate Employee & Labor Relations and Work Environment departments).
Oversight of labor avoidance strategies and initiatives:
Ensures that all Marriott associate relations programs and policies are communicated in the centers and ensure compliance with these policies.
Conducts associate rap sessions during site visits.
Handles associate grievance cases.
Ensures proper implementation and follow-up on the Engagement Survey (ES)
Facilitates a property’s approach to managing the workforce during extended slow periods or economic downturns; i.e. works with property leadership team to determine workforce reductions| decrease in hours| cross utilization of staff or other alternatives to meet the financial needs of the business.)
Administers CEC and corporate recognition programs.
Stays abreast of union activity in the various countries. Ensures wages and benefits are competitive with local contracts. Continually reinforces Positive Associate Relations with management team.
Assists CenterLeadership team to develop effective labor relations strategy and educate leadership team to ensure positive labor relations.
Provides support and consultation to the Site Leader and DHRs on issues relating to contract negotiations and administration with third party.
Coordinate with HR Research team to analyze ES results for trends and need areas| ensure follow-up on need areas.
Coordination and Communication
Responsible for the implementation of corporate developed programs requiring regional and market implementation.
Drive the execution of transition plans.
Provide guidance on HR plan for future center growth| in collaboration with the Site HR leader.
Work with CEC HR leadership to align the communication for the field on regional programs| projects and process enhancements.
Responsible for the successful execution of regional HR priorities as outlined by Continent HR Leadership.
General
Provide systemic approach to ensure compliance to HR policies as required by government| local| and Marriott International regulations (audits| tracking systems| data review| etc.).
Travel required in geographic region for support and center visits.
Perform other duties as appropriate.
Candidate Profile
Experience
At least 5 years of HR generalist experience with a preference for multi-unit/multi-brand Marriott International experience.
Experience in a managerial role as an HR specialist (staffing| development| organizational effectiveness| etc) preferred.
Experience operating at the regional level is preferred.
Skills
Strong consulting skills and ability to interface with senior business leaders.
Strong program and organizational skills are essential.
Solid measurement skills related to assessment of information| initiatives and strategies.
Strong verbal and written communication skills.
Ability to articulate and gain support from others.
Proficiency with Microsoft Office products| including Word| Excel and PowerPoint.
Ability to develop and maintain strong interpersonal relationships with regional team members| CEC Sr. Leadership| Site level management and CEC and Corporate COEs.
Strong understanding of property operations and the market.
Strong presentation skills required.
Ability to work in a transaction-driven| deadline-driven environment to meet objectives of assignments while also meeting budget and quality goals.
Attributes
Collaborative in role as a team player.
Persistent in order to drive ideas.
Strong leader able to influence without authority.
Delivers results and ability to balance priorities under pressure.
Leadership presence to establish credibility in area of expertise to influence with all levels of center and above property organizations.
Analytical to make decisions using data and business knowledge.
Comfortable with complexity| ambiguity and change.
Trustworthy with strong business integrity and ability to hold sensitive information in confidence.
High analytical ability to convert soft HR measurement in area of expertise to hard business metrics.
Education/Certification
Bachelor’s degree or equivalent HR experience required.
Graduate degree in Human Resources or related field preferred.
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