Education and Experience
* 2-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.
* OR
* 4-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.
Managing the Human Resources Strategy
* Executes and follows-up on engagement survey related activities.
* Champions and builds the talent management ranks in support of property and region diversity strategy.
* Translates business priorities into property Human Resources strategies, plans and actions.
* Implements and sustains Human Resources initiatives at the property.
* Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.
* Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.
* Creates value through proactive approaches that will affect performance outcome or control cost.
* Monitors effective use of myHR by property managers and employees.
* Leads and participates in succession management and workforce planning.
* Responsible for Human Resources strategy and execution.
* Serves as key change manager for initiatives that have high employee impact.
* Attends 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.
* Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.
Managing Staffing and Recruitment Process
* Analyzes open positions to balance the development of existing talent and business needs.
* Serves as coach and expert facilitator of the selection and interviewing process.
* Surfaces opportunities in work processes and staffing optimization.
* Makes staffing decisions to manage the talent cadre and pipeline at the property.
* Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
* Monitors sourcing process and outcomes of staffing process.
* Ensures managers are competent in assessing and evaluating hourly staff.
Managing Employee Compensation Strategy
* Remains current and knowledgeable in the internal and external compensation and work competitive environments.
* Leads the planning of the hourly employee total compensation strategy.
* Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
* Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.
* Creates and implements total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
Managing Staff Development Activities
* Ensures completion of the duties and responsibilities of the properties’ Human Resources staff members, as outlined in applicable job description(s).
* Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.
* Serves as resource to property Human Resources staff on employee relations questions and issues.
* Continually reinforces positive employee relations concepts.
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