Human Resources Manager
Marriott Hotels
Auckland, New Zealand
6d ago

Posting Date Nov 22, 2021

Job Number 21125765

Job Category Human Resources

Location Four Points by Sheraton Auckland, 396 Queen Street, Auckland, New Zealand, New Zealand VIEW ON MAP

Relocation? N

Position Type Management

Located Remotely? N

Where timeless classics are woven with modern details. Where business meets pleasure. Where even when you’re global, you can experience the local.

Designed for the independent traveler seeking balance, there’s Four Points.

JOB SUMMARY

The HR Manager will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Area Director of Human Resources and will be an integral member of the property leadership team.

As a member of the Human Resources organization this role contributes a high level of human resource generalist knowledge and expertise for a designated property.

This role 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.

The HR Manager generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives.

CANDIDATE PROFILE

Education and Experience

  • Minimum 4 years experience working in Generalist HR (preferably in a leadership role)
  • Degree from an accredited university in Human Resources, Business Administration, or related major.
  • CORE WORK ACTIVITIES

    Managing Recruitment and Hiring Process

  • Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed.
  • Establishes and maintains contact with external recruitment sources.
  • Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.
  • Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.
  • Oversees / monitors candidate identification and selection process.
  • Provides subject matter expertise to property managers regarding selection procedures.
  • Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.
  • Performs quality control on candidate identification / selection.
  • Administering and Educating Employee Benefits

  • Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors.
  • Prepares, audits and distributes unemployment claim activity reports to property management.
  • Attends unemployment hearings and ensures property is properly represented.
  • Ensures that department has the available resources on hand to administer employee.
  • Managing Employee Development

  • Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job.
  • Ensures employees are cross-trained to support successful daily operations.
  • Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate.
  • Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture.
  • Ensures attendance by all new hires and participation of the leadership team in training programs
  • Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.
  • Maintaining Employee Relations

  • Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings).
  • Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action.
  • Utilizes an open door policy to acknowledge employee problems or concerns in a timely manner
  • Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources / Multi-Property Director of Human Resources.
  • Partners with Loss Prevention to conduct employee accident investigations, as necessary.
  • Communicates performance expectations in accordance with job descriptions for each position.
  • Managing Legal and Compliance Practices

  • Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.
  • Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act.
  • Ensures medical records are maintained in a separate, secure and confidential medical file.
  • Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable).
  • Communicates property rules and regulations via the employee handbook.
  • Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc.
  • Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims.
  • Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.
  • Manages Workers Compensation claims to ensure appropriate employee care and manage costs.
  • Oversees the selection / non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection / non-selection and applicants receive status notifications).
  • Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture.

    We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.

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