Director of Human Resources Operations Job at Marriott Bonvoy (Dubai)

Job Description

Reporting to the Multi Property Director of Human Resources, the Director of Human Resources Operations leads the Human Resources Operations teams to carry out the daily activities of the Human Resource Office including recruitment, total compensation, training and development, association/labor relations, Engagement activity including Take Care and performance management. Additionally, this position focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures for JWMM.

Job Responsibility

Partners with their property executive committee and department heads in the development of the desired candidate profile and execution of the staffing process for management openings
Educates recruiting sources on desired candidate profile for management openings in their hotels
Effectively communicates the benefits of working in the brand to attract candidates
Leverages brand endorsed staffing processes and ensures interviews are conducted according to recommended guidelines, consistent screening criteria is used and only job-related questions are asked
Ensures open positions are advertised in appropriate venues to attract a diverse candidate pool
Ensures employment ads comply with local laws and regulations
All advertisements should highlight information on the job, the specification, the hotel and the benefits
Establishes and maintains contact with external recruitment sources e.g., Government managed job services, local colleges, recruitment agencies and community based organizations
Develops Luxury Talent Pipelines for future growth and key feeder markets
Facilitates interdepartmental transfers and promotions and transfers or promotions to other properties and brands in Marriott International
Ensures the transfer and promotion of associates is tracked and published
Ensures background checks and references taken up as per policy are completed and work permits/social security numbers are verified in accordance with Marriott Standard Operating Procedures
Identifies local trends and implements an effective hiring process for the unit to secure the right talent for the right job in a quick and efficient manner
Markets and educates associates on benefits package and uses both as a recruiting tool during the hiring process and a retention tool
Educates Human Resource team on the various types of benefits available, eligibility requirements and trains team to trouble shoot benefit problems associates may encounter
In addition, provides an overview of associate benefits to the management team enabling them to educate their associates and answer routine questions
Manages associate eligibility review process and changes associates status as necessary
communicates change in status to affected associates
Develops property wage scale and ensures compliance
conducts annual wage survey to ensure hourly rates of pay are competitive in the market
adjusts wages as necessary
Usage of HIRG salary survey to guide decisions
Ensures wages are paid in accordance to regionally issued guidelines and local laws e.g., entry level rates paid to new hires, overtime provisions in place and separation pay
Ensures fair and equitable administration of pay increases for promotions, salary adjustments or merit increases
Ensures performance appraisal processes are in place, reviews are conducted in a timely manner and increases are processed
Oversees payroll administration
Uses current best practices for the ‘JW BASE Training’ orientation programme as a foundation for developing a creative and educational new hire orientation programme
Educates new hires regarding the brand including its affiliation with Marriott International, business priorities, target customer and competitive set, the product and service strategy
Generates a positive first impression for associates and emphasizes the importance of the brand’s service strategy in the culture
ensures attendance by all new hires and participation of the leadership team
Ensures all managers have a current Career plan and that there is a Talent and Development and Succession Plan in place for all management positions
Supports executive committee and department heads in identifying areas of service improvement
Partners with managers to develop corrective action plans
Conducts property training needs assessment and coordinates enrolment for core management training programs
tracks and documents managers’ participation in training
Ensures development plans are in place in accordance with the performance appraisal process, goals are documented and progress towards goal achievement is measured
Ensures effective associate communication channels are established and active in the property e.g., daily stand–up meetings, monthly departmental meetings, regularly scheduled hotel-wide meetings, bulletin boards and HR Diagnostics
Communicates hotel rules and regulations, the progressive discipline policy, Business Integrity Line and the Guarantee of Fair Treatment during orientation and via associate notice boards, other internal communication channels and Associate Handbook
Ensures progressive discipline training is provided to management staff and policy is consistently followed
Ensures proper documentation is maintained on all disciplinary issues
Is highly visible and interfaces with associates on a regular basis to obtain feedback on quality of Human Resources services levels and overall satisfaction
effectively responds to and resolves associate problems and complaints
Utilizes an “open door” policy to address associate problems or concerns in a timely manner, ensures associates are treated fairly and equitably and that issues are brought to resolution
brings issues to the attention of senior leadership as necessary
Develops and administers recognition programs for non-management and management associates (including the length of service program)
modifies existing programs or introduces new concepts on a regular basis to maintain associate interest and involvement
Manages the administration of the Associate Engagement Pulse Checks Survey (AES) and that action plans are put in place and followed to ensure score improvement year on year
Hires Human Resources non-management and management team members who demonstrate strong functional expertise, creativity and entrepreneurial leadership to meet the business needs of the operation
Ensures new hires participate in the department’s orientation program and receive the appropriate new hire training to successfully perform their job
Ensures team members are cross-trained to support successful daily operations
Sets goals and expectations for direct reports using the performance review process and holds staff accountable for successful performance
Coaches team by providing specific feedback to improve performance
Conducts annual performance appraisals with direct reports according to Standard Operating Procedures
Empowers associates to provide excellent guest service
Establishes guidelines so associates understand expectations and parameters
Ensures associates receive on-going training to understand hotel associate expectations
Ensures service, technical skills and leadership training occurs in the department to support successful daily operations
This relates to mhub, Onex DMS, HRMS and Oasys
Establishes and maintains open, collaborative relationships with direct reports and entire human resources team
Ensures direct reports do the same for their team
Ensures that regular on-going communication takes place in human resources to communicate daily activities, set expectations and create awareness of business objectives
be effective at two way communication with their GM and the regional HR team
Utilizes associate feedback and an “open door” policy to identify and address associate problems or concerns in a timely manner
Ensures associates are treated fairly and equitably
brings issues to the attention of the Multi Property Director of Human Resources and General Manager as necessary
Ensures hotel policies are administered fairly and consistently, disciplinary procedures and documentation are completed according to Standard, Regional and Local Operating Procedures (SOPs, RSOP and LSOPs)
Benchmarks departmental standards using the HR Audit, HR Balance Score Card, HR Diagnostics, Standard, Regional and Local Operating Procedures
Ensures departmental participation in community service events sponsored by Marriott International to build teamwork and enhance community relationships (e.g., Spirit to Serve our communities day, Take Care)
Ensures associate files contain required paperwork (e.g., employment application, reference checks, Information Protection Agreement, job description, etc.), are properly maintained and secured and meet data protection, and other legal requirements
Establishes procedure for accessing, reviewing and auditing associate files and ensures compliance with Data Protection legislation
Develops and maintains property job specifications/descriptions
Ensures proper documentation of all progressive disciplinary action is kept in associate file
Ensures performance evaluations and merit increase paperwork are maintained in associate files
Maintain files to demonstrate Brand Standard Audit compliance (regarding training etc.)

Requirements

Must have been a Department head of HR for minimum of two years
Experience in managing bigger operation and handling bigger team is an advantage
Experience in Luxury segment is mandatory and minimum 2 years working in Luxury Hotel environment
Strong knowledge of UAE labour laws
Strong communication skills (verbal, listening, writing)
Experience in terms of Staff Housing solutions, Staff Cafeteria Operations and driver of effective Talent Acquisition
Ready to embrace AI and analyse workflow processes that can be revised

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