At a glance
Responsible for short and long term planning and management of the Human Resources function. Recommend the department’s budget and manage expenses within approved budget constraints. Major areas of responsibility/ management include, but are not limited to, employment, wage and salary administration, benefits, training, employee/labor relations, organizational development and payroll. Work closely with General Manager in implementing, achieving and maintaining the hotel’s and Starwood’s goals and objectives. Participate in total hotel management as a member of the hotel Executive Committee. Establish and implement annual objectives for the Human Resources Department, including a departmental mission statement. Establish, maintain and ensure adherence to all personnel-related policies and procedures. Respond in courteous, professional and rapid manner in order to resolve all guest and staff difficulties. Apply principles of logical thinking to a wide range of intellectual and practical problems in order to perform and direct many varied and complex tasks. Interact with employees and guests beyond giving and receiving instructions, emphasizing relationships with supervisor, subordinates, co-workers and guests in completing assignments. Resolve staff and guest complaints. - Develop, direct and oversee overall hotel recruitment and hiring activities strategies for all exempt and non-exempt positions. Support and uphold hotel philosophy concerning hiring, employee relations, supervision and disciplinary action. Directly facilitate, in conjunction with hotel managers, open employee communications to discern grievances and to respond to those grievances in all appropriate manners, including redressing those meriting correction. Assist in recruitment and interviewing of candidates for all executive positions; conduct wage/salary/benefit surveys of the local market and recommend enhancements of the hotel’s compensation plan. - Provide hotel-wide communication vehicles and interact in courteous and professional manner with all guests, staff and community members. Supervise, direct, coordinate, influence and persuade staff in order to maintain service standards of hotel. Maintain safety and cleanliness of work areas and employee areas, including, but not limited to, the employee cafeteria and locker rooms. - Develop, maintain and coordinate hotel training programs that provide for specific skills training and management/supervisory development, including anti-harassment and anti-discrimination training. Direct and coordinate human resources activities to hire, train, develop, empower, coach, and counsel. Direct administration of performance appraisals in all departments. Maintain hotel’s human resources information system so as to provide accurate employee records that comply with all applicable federal, state and local laws. Monitor hotel’s compliance with all applicable federal, state and local laws. - Oversee and investigate all employee relations and labor-related matters as they relate to federal, state and local employment and civil rights laws, including, but not limited to, Title VII, ADA, ADEA, FMLA, FLSA, Equal Pay Act, Pregnancy Discrimination Act, workers’ compensation and comparable state and local laws, and general human and civil rights. Must be familiar with applicable collective bargaining agreements and relevant local labor union(s). Maintain and administer employment, wage and salary, benefit, OSHA, ERISA, ADA and incentive programs (where applicable). - Participate in the budget process as it relates to staffing, productivity, benefit costs, and employee/labor relations costs. Provide guidelines, direction and support in the administration of the disciplinary process. Prepare and maintain operating budget. Monitor staff turnover and recommend changes and improvements. - Serve as member of the Executive Committee and work closely with all Executive Team members in supporting and achieving the hotel’s goals and objectives.
The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of the job, with or without reasonable accommodation, using some other combination of knowledge, skills, and abilities: • Must be able to speak, read, write and understand the primary language(s) used in the workplace. • Must be able to read and write to facilitate the communication process. • Requires good communication skills, both verbal and written. • Most tasks are performed independently or in a team environment with the employee acting as a team leader. There is minimal direct supervision. • Must possess basic computational ability. • Ability to access, input, analyze and retrieve information from computers. • Knowledge of computer accounting programs, math skills as well as budgetary analysis capabilities required. • Thorough knowledge of federal, state and local laws governing equal employment opportunity and civil rights, occupational safety and health, workers’ compensation, wage and hour issues, and labor relations, including, but not limited to the following statutes and their state and local analogues (where applicable): Title VII, ADEA, Equal Pay Act, Pregnancy Discrimination Act, FLSA, ADA, OSHA, FMLA, ERISA, and NLRA. • Thorough knowledge of wage and salary, employment and benefits administration and payroll. • Must be able to perform a variety of duties, often changing from one task to another of a different nature without loss of efficiency or composure. • Ability to be proactive and reactive to anticipated and sudden changes especially as they relate to the labor situation. • Ability to focus and maintain attention to performance of tasks and to work and complete assignments on time despite frequent stressful, emergency, critical or unusual interruptions. • Ability to express or exchange ideas by means of the spoken word. Must be able to verbally convey detailed instructions to employees or guests. • Ability to create, implement and monitor hotel and staff goals, strategies and policies. • Ability to be resourceful, creative and maintain flexibility. • Ability to train, motivate, evaluate, mentor and direct employees and managers to meet desired ends. • Ability to maintain excellent relations with staff and maintain staff and guest confidentiality at all times. • Ability to accept responsibility for actions of others. • Ability to manage by example. • Exceptional oral communication skills to ensure ability to negotiate and persuade guests and staff to achieve results beneficial to operation of hotel. • Ability to converse calmly with irate guests, superiors and subordinates in intense emotional situations. • Ability to memorize, recollect and quickly retrieve dates, names, times and other data. • Ability to participate in (and lead when necessary) all departmental and hotel-wide meetings.
W is a destination, more than a hotel. A contemporary lifestyle brand infused with the energy of nontraditional luxury PUTTING THE W IN WALL STREET Who’s moving on up in downtown Manhattan. W New York- Downtown is 57 floors of upscale urban luxury and signature comforts in the city’s most rapidly revitalizing area, joining neighbors the Statue of Liberty, the NYSE and the new Freedom Tower.
Marriott International is the world’s leading global hospitality company, with more brands, more hotels and more opportunities for associates to grow and succeed. With 5,700 properties, you’ll find us in your neighborhood and in more than 110 countries across the globe. Learn about our 30 hotel brands at www.marriott.com/marriott-brands.mi. Find Your World. SM
Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws. The EEO is the Law poster and its supplement are available using the following links: http://www1.eeoc.gov/Employers/poster.cfm AND http://www.dol.gov/ofccp/regs/compliance/posters/pdf/OFCCP_EEO_Supplement_Final_JRF_QA_508c.pdf
The pay transparency policy is available here: http://www.dol.gov/ofccp/pdf/pay-transp_unformattedESQA508c.pdf