Director of Human Resources

Leading and Managing Human Resources Strategy

• Attends owners’ meetings and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, associate satisfaction, training initiatives, and results); and demonstrates an understanding of owner priorities.
• Enhances the effective execution of the Human Resources Business Plan within the cluster by facilitating communication, collaboration of efforts and sharing expertise.
• Delivers sound results by coordinating implementations, tracking results, problem solving, and leveraging efforts across units wherever possible.
• Coordinates strategies across units to ensure cohesiveness and consistency.
• Drives efforts to improve operational efficiencies across properties.
• Translates business priorities into property Human Resources strategies, plans and actions.
• Partners with Regional Senior Director of Human Resources to ensure that property Human Resources strategies, plans and actions are in alignment with regional Human Resources strategies and the overall strategic Human Resources framework for the organization.
• Leads the planning, evaluation, resourcing, and follow-up of Engagement Survey (ES) related activities; in collaboration with the appropriate business and discipline partners.
• Champions and builds the talent management ranks in support of Property and Region diversity strategy.
• Serves as key change manager for initiatives that have high ASSOCIATE impact.
• Monitors effective use of myHR by property managers and ASSOCIATEs.
• Creates value through proactive approaches that will affect performance outcome or control cost.
• Coordinates and participates in succession planning activities in the market, as appropriate.
• Leads implementation and sustainability of Human Resources initiatives.

Managing the Staffing and Recruiting Process

• Partners with property management to hire and train Human Resources staff members who demonstrate strong functional expertise, creativity and leadership to meet the associate relations needs of the property.
• Serves as coach and expert facilitator of selection process and interviewing procedures.
• Surfaces opportunities optimize Talent Acquisition work processes.
• Analyzes open positions to balance the development of existing talent and business needs.
• Makes decisions to manage the talent 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 related outcomes.
• Oversees interviewing and selection practices, making sure that managers are properly trained and equipped.
Overseeing Benefits Education and Administration
• Leads the planning of the hourly ASSOCIATE 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 that need a resolution.

Managing ASSOCIATE Compensation Strategy

• Prepares, analyzes and distributes and acts on results of Internal Equity and Comp Ratio reports.
• Documents and provides input to any out of guidelines management compensation adjustments for regional approval.
• Drives implementation of total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
• Keeps current and knowledgeable in the internal and external compensation and work competitive environments.
Managing Staff Development Activities
• Manages and collaborates with Work Environment Senior Manager to ensure work environment related activities are completed and issues are addressed.
• Drives completion of the duties and responsibilities of the properties’ Human Resources staff members, as outlined in applicable job description(s).
• Oversees training of Human Resources staff in all ASSOCIATE-related human resources technology, process, and policy to appropriately respond to ASSOCIATE inquiries and anticipate ASSOCIATE needs.
• Serves as resource to property Human Resources staff on ASSOCIATE relations questions and issues.