Marriott Careers

Cluster Director of Human Resources

Safat Kuwait, Kuwait
Human Resources


 

Check out pictures from associates at this location, and some videos too!

Posting Date Feb 18, 2019
Job Number 19000H91
Job Category Human Resources
Location JW Marriott Hotel Kuwait City, Safat Kuwait, Kuwait VIEW ON MAP
Brand Marriott Hotels Resorts /JW Marriott
Schedule Full-time
Relocation? Yes
Position Type Management

Start Your Journey With Us

Marriott International portfolio of brands includes both JW Marriott and Marriott Hotels.


Marriott Hotels, Marriott International’s flagship brand with more than 500 global locations, is advancing the art of hosting so that our guests can travel brilliantly. As a host with Marriott Hotels, you will help keep this promise by delivering premium choices, sophisticated style, and well-crafted details. With your skills and imagination, together we will innovate and reinvent the future of travel.


JW Marriott is part of Marriott International's luxury portfolio and consists of more than 80 beautiful properties in gateway cities and distinctive resort locations around the world. JW believes our associates come first. Because if you’re happy, our guests will be happy. It’s as simple as that. Our hotels offer a work experience unlike any other, where you’ll be part of a community and enjoy a true camaraderie with a diverse group of co-workers. JW creates opportunities for training, development, recognition and most importantly, a place where you can really pursue your passions in a luxury environment. Treating guests exceptionally starts with the way we take care of our associates. That’s The JW Treatment™.

 


JOB SUMMARY
Functions as Strategic Human Resources Business Partner for several properties and acts as the prime HR resource for the Cluster GM and acts as a leader, guide and mentor to Directors of Human Resources/Human Resources Managers of other hotels within the Cluster General Manager’s Cluster. Develops and implements goals and strategies that serve to attract, develop and retain diverse premier talent which enables the successful implementation of hotel strategies for that cluster of hotels. Focusses on supporting the brand service strategy and implementing brand initiatives for the cluster. Utilizes a Human Resources Business Plan aligned with hotel, brand and Regional HR strategies to deliver HR services that enable business success. As a member of the Executive Committee, develops and implements hotel-wide strategies that deliver products and services to meet or exceed the needs and expectations of the brand’s target customer and property associates. Provide a return on investment to the owner and Marriott International. Undertakes additional responsibilities for the properties within the cluster by visiting each property at least once a quarter (or as required by the Cluster General Manager) and conducts an annual HR Audit at each hotel.

 

CANDIDATE PROFILE 

 

Education and Experience

  • Degree from an accredited university in Hotel and Restaurant Management, Hospitality, Business Administration, or related major
  • Minimum 5 years’ experience as Director of Human resources   in a 5 star Hotel.
  • Preferred to have MEA experience
  • GCC experience and Arabic speaking is MUST

 Skills Required                                                                        

  • Enhances the effective execution of the Human Resources Business Plan within the cluster by facilitating communication, collaboration of efforts and sharing expertise.
  • 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.

  • 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 employee impact.

  • Monitors effective use of myHR by property managers and employees.

  • 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.

  • 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.

  • Leads the planning of the hourly employee total compensation strategy

     

Knowledge Base

  • Exhibiting behavioral styles that convey confidence and command respect from others; making a good first impression and representing the company in alignment with its values.
  • Identifying and understanding issues, problems, and opportunities; obtaining and comparing information from different sources to draw conclusions, develop and evaluate alternatives and solutions, solve problems, and choose a course of action.
  • Conveying information and ideas to others in a convincing and engaging manner through a variety of methods. Strong public presentation skills. 
  • Maintaining performance level under pressure or when experiencing changes or challenges in the workplace.   
  • Gathering information and resources required to set a plan of action for self and/or others; prioritizing and arranging work requirements to accomplish goals and ensure work is completed.

  • Setting high standards of performance for self and/or others; assuming responsibility for work objectives; initiating, focusing, and monitoring the efforts of self and/or others toward the accomplishment goals; proactively taking action and going beyond what is required
  • Leading and participating as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.
  • Coworker Relationships - Interacting with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.  
  • Customer Relationships - Developing and sustaining relationships based on an understanding of customer needs and actions consistent with company values.
  • Fostering Inclusion - Supporting employees with diverse styles, abilities, motivations, and/or cultural perspectives; leveraging personal differences to achieve objectives; and promoting a work environment where all employees are given the opportunity to contribute to their full potential.


CORE WORK ACTIVITIES

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 employee impact.

• Monitors effective use of myHR by property managers and employees.

• 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 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 that need a resolution.

Managing Employee 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 employee-related human resources technology, process, and policy to appropriately respond to employee inquiries and anticipate employee needs.

• Serves as resource to property Human Resources staff on employee relations questions and issues.

 

 

Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.




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