Multi-Property Director of Human Resources

Marriott International · George Town

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• JOB SUMMARY
• The Multi-Property 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. The position is also responsible for oversight of the co-located residential component of the property with responsibility for all
• hotel and residences associates. Provides support to residential team to deliver on Associate Engagement and strategize on associate retention.
• Ensures alignment among leadership team for residential operations support. Represents the hotel and residences in all leadership actions.

• CANDIDATE PROFILE
• Education and Experience
• • 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.

CORE WORK ACTIVITIES
Managing the Human Resources Strategy

• 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 and board 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.
Managing Staffing and Recruitment Process

• 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.

Managing Employee Compensation Strategy

• 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 implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards 

property priorities.
Managing Staff Development Activities
• 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. 

MANAGEMENT COMPETENCIES 
Leadership
• Adaptability – Develops strategies and identifies resources to implement and manage change; models flexibility in adjusting 
priorities; and communicates the need for change in a positive way that encourages commitment. 
• Communication - Actively listens and uses appropriate communication styles to deliver complex information in a clear concise way 
and influences others to accept a point of view, gain consensus, or take action. 
• Problem Solving and Decision Making - Models and sets expectations for solving complex problems, collecting and comparing 
information to evaluate alternatives, considering their potential impact before making decisions, involving others to gain agreement 
and support, and guiding others to implement solutions.
• Professional Demeanor - Exhibits behavioral styles that convey confidence and command respect from others; makes a good first 
impression and represents the company in alignment with its values.
Managing Execution
• Building and Contributing to Teams - Leads and participates as a member of a team to move the team toward the completion of 
common goals while fostering cohesion and collaboration among team members.

• Driving for Results - Focuses and guides others in accomplishing work objectives.
• Planning and Organizing - Gathers information and resources required to set a plan of action for self and/or others; prioritizes and 

arranges work requirements self and/or others to accomplish goals and ensure work is completed.
Building Relationships

• Coworker Relationships - Develops and uses collaborative relationships to facilitate the accomplishment of work goals.
• Customer Relationships - Develops and sustains relationships based on an understanding of customer needs and actions 

consistent with the company’s service standards. 
• Global Mindset - Supports employees and business partners with diverse styles, abilities, motivations, and/or cultural perspectives; 
utilizes differences to drive innovation, engagement and enhance business results; and ensures employees are given the opport unity 
to contribute to their full potential.
Generating Talent and Organizational Capability
• Organizational Capability - Evaluates and adapts the structure of organizational units, jobs, and work processes to best fit the 
needs and/or support the goals of an organizational unit.
• Talent Management - Provides guidance and feedback to help individuals develop and strengthen skills and abilities needed to 
accomplish work objectives.
Learning and Applying Professional Expertise

• Applied Learning - Seeks and makes the most of learning opportunities to improve performance of self and/or others. 
• Business Acumen - Understands and utilizes business information (e.g., data related to employee engagement, guest satisfaction, 

residence owner satisfaction, and property financial performance) to manage everyday operations and generate innovative solutions 
to approach business and administrative challenges.
• Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct and manage 
everyday business operations and generate innovative solutions to approach function-specific work challenges.
o Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, 
training and development, compensation and benefits, labor relations and negotiation, and personnel information systems. 
o Compensation and Benefits - The knowledge of principles, regulatory laws, and application of human resources 
compensation and benefit methods, including workers compensation and work accident procedures.
o EEO - Knowledge of federal, state, and local laws and regulations that affect employment. This includes the ability to 
administer and monitor Affirmative Action programs and analyzing diversity reports. 
o Associate Relations - Knowledge of the broad range of relationships that could impact an employee, employer, or 
applicant. This includes knowledge of federal and state laws, company policies and practices, and ethical obligations to 
investigate, evaluate, and recommend an appropriate resolution to an employee or labor relations complaint.
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o Recruitment and Hiring - Ability to recruit, interview, and hire qualified candidates. This includes knowledge of best 
practices for each stage of the selection system.
o Training - The ability to perform training needs assessment analysis, develop training programs, and effectively delivering 
training modules to employees.
o Payroll - Knowledge of principles and application of human resources hourly and management payroll methods and 
practices. 
o Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and 
instruction for individuals and groups, and the measurement of training effects.
o Computer Skills - The ability to use HRIS Systems (working knowledge of tools and processes for monitoring and 
evaluating personnel data), ability to use PeopleSoft software, and ability to use Microsoft Office (excel, word, access, and
outlook).
• Basic Competencies - Fundamental competencies required for accomplishing basic work activities. 
o Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing 
software, Internet browsers, etc.).
o Mathematical Reasoning - Demonstrates ability to add, subtract, multiply, or divide quickly, correctly, and in a way that 
allows one to solve work-related issues.
o Oral Comprehension - Demonstrates ability to listen to and understand information and ideas presented through spoken 
words and sentences.
o Reading Comprehension - Demonstrates understanding of written sentences and paragraphs in work-related 
documents.
o Writing - Communicates effectively in writing as appropriate for the needs of the audience

EEOC Statement: At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates.  We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law. 

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