Cluster Director of Human Resources Job at Marriott Bonvoy (Kigali)

Job Description

The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee. As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property. He/she will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. He/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, he/she utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success.

Job Responsibility

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
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
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
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

Requirements

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

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