Ph3Education and Experience /h3ulli2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area. /liliOR /lili4-year bachelor’s degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area. /li /ulh3Managing the Human Resources Strategy /h3ulliExecutes and follows-up on engagement survey related activities. /liliChampions and builds the talent management ranks in support of property and region diversity strategy. /liliTranslates business priorities into property Human Resources strategies, plans and actions. /liliImplements and sustains Human Resources initiatives at the property. /liliCoordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate. /liliLeads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up. /liliCreates value through proactive approaches that will affect performance outcome or control cost. /liliMonitors effective use of myHR by property managers and employees. /liliLeads and participates in succession management and workforce planning. /liliResponsible for Human Resources strategy and execution. /liliServes as key change manager for initiatives that have high employee impact. /liliAttends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities. /liliSupervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate. /li /ulh3Managing Staffing and Recruitment Process /h3ulliAnalyzes open positions to balance the development of existing talent and business needs. /liliServes as coach and expert facilitator of the selection and interviewing process. /liliSurfaces opportunities in work processes and staffing optimization. /liliMakes staffing decisions to manage the talent cadre and pipeline at the property. /liliDevelops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc. /liliMonitors sourcing process and outcomes of staffing process. /liliEnsures managers are competent in assessing and evaluating hourly staff. /li /ulh3Managing Employee Compensation Strategy /h3ulliRemains current and knowledgeable in the internal and external compensation and work competitive environments. /liliLeads the planning of the hourly employee total compensation strategy. /liliChampions the communication and proper use of total compensation systems, tools, programs, policies, etc. /liliParticipates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution. /liliCreates and implements total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities. /li /ulh3Managing Staff Development Activities /h3ulliEnsures completion of the duties and responsibilities of the properties’ Human Resources staff members, as outlined in applicable job description(s). /liliEnsures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees. /liliServes as resource to property Human Resources staff on employee relations questions and issues. /liliContinually reinforces positive employee relations concepts. /li /ul /p #J-18808-Ljbffr