Ph3Education And Experience /h3 p2-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.
/p pOR /p p4-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.
/p h3Managing the Human Resources Strategy /h3 ul liExecutes and follows-up on engagement survey related activities.
/li liChampions and builds the talent management ranks in support of property and region diversity strategy.
/li liTranslates business priorities into property Human Resources strategies, plans and actions.
/li liImplements and sustains Human Resources initiatives at the property.
/li liCoordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.
/li liLeads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.
/li liCreates value through proactive approaches that will affect performance outcome or control cost.
/li liMonitors effective use of myHR by property managers and employees.
/li liLeads and participates in succession management and workforce planning.
/li liResponsible for Human Resources strategy and execution.
/li liServes as key change manager for initiatives that have high employee impact.
/li liAttends 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.
/li liSupervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.
/li /ul h3Managing Staffing and Recruitment Process /h3 ul liAnalyzes open positions to balance the development of existing talent and business needs.
/li liServes as coach and expert facilitator of the selection and interviewing process.
/li liSurfaces opportunities in work processes and staffing optimization.
/li liMakes staffing decisions to manage the talent cadre and pipeline at the property.
/li liDevelops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
/li liMonitors sourcing process and outcomes of staffing process.
/li liEnsures managers are competent in assessing and evaluating hourly staff.
/li /ul h3Managing Employee Compensation Strategy /h3 ul liRemains current and knowledgeable in the internal and external compensation and work competitive environments.
/li liLeads the planning of the hourly employee total compensation strategy.
/li liChampions the communication and proper use of total compensation systems, tools, programs, policies, etc.
/li liParticipates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.
/li liCreates and implements total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
/li /ul h3Managing Staff Development Activities /h3 ul liEnsures completion of the duties and responsibilities of the properties' Human Resources staff members, as outlined in applicable job description(s).
/li liEnsures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.
/li liServes as resource to property Human Resources staff on employee relations questions and issues.
/li liContinually reinforces positive employee relations concepts.
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