Marriott Franchised Assistant Vice President, Human Resources in Hilton Head, South Carolina
Job Number 21139127
Job Category Human Resources
Location Marriott's Harbour Point and Sunset Pointe at Shelter Cove, 4 Shelter Cove Lane, Hilton Head Island, South Carolina, United States
Brand Marriott Vacations Worldwide
Position Type Management
Located Remotely? N
Additional Information: This hotel is owned and operated by an independent franchisee, Marriott Vacation Club. The franchisee controls all aspects of the hotel’s employment policies and practices, including the selection and hiring process. If you accept a position at this hotel you will be employed by a franchisee and not by Marriott International.
**Position will be based at HHI Welcome Center Located at 1044 Wm. Hilton Parkway, Hilton Head, South Carolina, 29928
Relocation Assistance Available
As a member of the professional staff, the AVP HR Resort Operations East Region (US), contributes a high level of specialized knowledge and skill in a discipline in Human Resources to support the HR objectives. Generally, works with considerable independence, developing operating plans and related operational processes for own department in alignment with broader business objectives. Responsible for selection, supervision, and development of staff in accordance with company policies and procedures.
This position will report directly to the Vice-President, Human Resources, Resort Operations North America and will be an integral member of the Regional Resort Operations teams. The Regional AVP HR works as a member of the Regional Human Resources (HR) Team, Global HR Centers of Expertise (COE), and with property HR representatives contributing a high level of HR generalist knowledge and skill to support the achievement of business and human resource objectives, as well as contribute significantly in all aspects of strategic business leadership and operations management.
The incumbent acts as the Senior HR Generalist for East US Region supporting approximately 20 resorts/offices, covering multiple markets and US states. The incumbent will work within the appropriate business guidelines, but generally works with considerable independence on regional and market-based issues and initiatives including but not limited to developing operating plans and related operational processes to lead implementation, sustainability, and compliance of all human resource strategies, policies and programs and driving alignment with broader business objectives.
The Regional AVP HR, Resort Operations will live and work in the region that s/he supports. It is preferred for the incumbent to be based in their home-office as opposed to working from any MVW resort site within that region.
Develops operating plans and workable business processes for own department in alignment with function strategy.
Manages larger business processes and/or projects, setting priorities and measurable objectives, monitoring, and reporting on the process, progress, and results.
Responds to, solves, and makes decisions on business requests that have broader department impact and/or moderate risk. Presents alternative solutions to business issues by leveraging the broader organization.
Works to enhance the organizationâ€™s capabilities through effective staffing and development of others by:
Anticipating staffing requirements by comparing business needs with strengths and weaknesses of existing staff
Coaching own team to collaborate with others using appropriate MVW interviewing tools to hire the best people available from inside or outside
Establishing goals and delegating tasks appropriately.
Making and rewarding distinctions in performance.
Engaging in progressive disciplinary processes, when appropriate
Assists more senior associates in achieving business results by:
Assisting in the development and communication of broader organizational goals
Achieving results against budget within scope of responsibility
Developing and using systems to organize and keep track of information
Balancing the interests of own group with the interests of the organization
Working with others to identify and remove barriers to success
Specific Expected Contributions:
Strategic HR Leadership
Regional point person for key communications, ownership of issues, policy changes, etc. for total compensation and labor relations.
Build and support the use of best practices for Human Resources.
Contribute to the development and execution of business priorities by providing informed viewpoints about human resource operations.
Lead the planning and execution of implementations of national human resource initiatives, strategies, policies, and practices across the market, as required.
Engage in a close partnership with RVPs, Market VPs, Market VPs, Area Directors and Area GMs to drive HR systems and talent management excellence, organizational effectiveness, and continually assess and address market level HR trends and opportunities.
Apply personal expertise and consult with resort leadership teams on complex human resource issues
Conduct property reviews for resorts that are identified annually as high risk, needing additional focus, or have a significant impact of regional performance.
Use analytical tools and techniques produced by new HR systems to ensure that property visits are issue-based and focused on troubleshooting.
Lead the planning, evaluation, resourcing, and follow-up of engagement survey related activities in collaboration with the appropriate business and discipline partners.
Enhance the effective execution of the Human Resources business plan within multiple resorts by facilitating communication, collaboration of efforts and sharing expertise.
Coordinate strategies across resorts to ensure cohesiveness and consistency with brand and company standards.
Drive efforts to improve operational efficiencies across resorts.
Translate business priorities into regional Human Resources strategies, plans and actions.
Coordinate and participates in succession planning activities in the market, as appropriate.
Lead implementation and sustainability of Human Resources initiatives
Collaborate with the Global Talent Management Centre of Excellence to define the best high-level strategic approach for recruiting in the region.
Drive specific staffing and workforce planning efforts for top talent in the region by also coordinating with the VP and other Regional AVP of HR Resort Ops, and Regional/Market leaders to:
Determine management staffing needs for openings and ensure that candidates are identified for these opportunities.
Assess, on an on-going basis, Resort needs, and competencies required to fill upcoming openings; work with resources to ensure workforce planning is aligned with needs.
Participate in the selection of any GMs in the region in collaboration with property and regional/market leaders.
Support hourly recruiting efforts by ensuring the appropriate education, training, and/or tools are provided to properties in the region in a timely and efficient manner.
Leads region-wide strategic planning of leader and talent development, performance management, career coaching, and succession management in the region by:
Drivingexecution of Leadership Performance Process (LPP) in the region.
Providing job performance development and career guidance (e.g., coaching, mentoring) to on-property leadership (e.g., GMs.) and key property leadership.
Working partnership with VP Talent Management, Corporate Director, Learning and Regional Leaders to plan and implement training and development programs and activities for management and hourly associates.
Ensuring that program participants and yellow/purple band associates with exceptional performance who are at mastery or turn, as a result of the Human Capital Review process, have robust development plans.
Driving leadership of and provide input to the Human Capital Review in the region.
Leads the region-wide strategic planning, analysis, and implementation of compensation programs, benefits, and incentive programs.
Drives the implementation of annual compensation programs, e.g., merit, stock, and bonus.
Drives the implementation of annual hourly compensation evaluation/analysis/planning process and meetings.
Associate and Labor Relations
Assumes overall responsibility for associate relations service delivery through partnering with property leaders.
Acts as subject matter expert as well as key escalation point for high risk/complex associate relations issues.
Provides consultation in support of creating and maintaining a positive work environment for associates utilizing the tools, services, and resources available in collaboration with the corporate Employee & Labor Relations and Work Environment departments.
Oversees labor avoidance strategies and initiatives:
Analyzes and supports Labor Relations Index (LRI) and Market Labor Reports (MLR)
Monitors and communicates Associate Engagement (AE) scores and assists with implementing plans and actions.
Responds to third party activities, coordinates strategies, and engages specialist resources to mitigate third party activity and impact.
Coordinates efforts with HR Work Environment to analyze AE results for trends and â€˜needsâ€™ areas; ensures follow-up on âneed areas
Program Coordination and Communications
Leads implementation of corporate developed programs requiring regional and market deployment.
Works with S&M leaders to understand any process-specific initiatives or requirements.
Drives the implementation of transition plans for all openings and closings.
Supports VP, HR Operations, America & Luxury and HR COEs to align communications for the field on regional HR programs, projects, and process enhancements.
Provide systemic approach to ensure compliance to HR policies as required by federal, state and Marriott Vacations Worldwide regulations (audits, tracking systems, data review, etc.).
Significant travel required within the region for support and property visits and regular visits to corporate where applicable.
Perform other duties as appropriate.
Successful candidates should possess knowledge and experience and demonstrate strong leadership and relationship skills as follows:
Generally, a senior position requiring significant knowledge and experience in one or more disciplines as well as associate and/or organizational management experience. College degree required. Advance degree or professional certification may also be required.
Specific Candidate Profile
Bachelor’s degree or equivalent HR experience required.
Graduate degree in Human Resources or related field preferred.
PHR or SPHR certification preferred.
A minimum of 10 years of HR generalist experience with a preference for multi-unit experience.
Experience in a managerial role as an HR specialist (staffing, development, organizational effectiveness, etc.) preferred.
Experience operating at the regional level is preferred.
Strong consulting skills and ability to interface with senior business leaders.
Strong program and organizational skills are essential.
Solid measurement skills related to assessment of information, initiatives, and strategies.
Ability to articulate and gain support from others.
Strong ability to problem solve.
Proficiency with Microsoft Office products, including Word, Excel, and PowerPoint.
Ability to develop and maintain strong interpersonal relationships with regional team members, Resort Executive Committee leadership, Resort management and corporate HR COEs.
Strong understanding of resort operations and the market.
Strong presentation skills required.
Ability to work in a transaction-driven, deadline-driven environment to meet objectives of assignments while also meeting budget and quality goals.
Ability to create, develop and lead large US-wide projects, partnering with COEs and other HRBPs. Delivery of high-quality project to include timeline, communication plan, quality material, all aspects required for project.
Persistent in order to drive ideas
Strong leader able to influence without authority
Strong ability to drive work through others, even outside of reporting chain.
Delivers results and ability to balance priorities under pressure
Leadership presence to establish credibility in area of expertise to influence with all levels of on-property and off-property organizations
Analytical to make decisions using data and business knowledge.
Comfortable with complexity, ambiguity, and change
This company is an equal opportunity employer.
- Marriott Jobs