Marriott International Incorporated

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Area Director of Human Resources - Western Region (Hawaii)

at Marriott International Incorporated

Posted: 5/15/2019
Job Status: Full Time
Job Reference #: 19001BBH
Keywords: operations

Job Description

Posting Date May 07, 2019
Job Number 19001BBH
Job Category Human Resources
Location Western Regional Office, 17872 Gillette Avenue Suite 300, Irvine, California, United States VIEW ON MAP
Brand Corporate
Schedule Full-time
Relocation? No
Position Type Management

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This position will report directly to the Regional Vice-President, Human Resources and will be an integral member of the regional team.There is a preference for the ADHRs to live in the market that they support.This position will work with the Regional HR Team, Global Centers of Expertise and property teams, contributing a high level of generalist knowledge and skill in human resources to support both business and human resource objectives, as well as contribute significantly in all aspects of strategic business leadership and operations management. Additionally, this position will play a role as Senior HR Generalist for a large geographic area, covering multiple markets. The successful incumbent will work within 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 and sustainability of all human resource strategies, policies and programs and driving alignment with broader business objectives.


The Area Director of HR provides HR Generalist support for a broad geographic market typically with 10 -20 full service hotels/resorts and CFRST hotels located in the same markets in partnership with Regional Market Leaders. One role in each region may have responsibility for fewer properties as result of having the additional responsibility of facilitating the implementation of large scale HR initiatives for the region while also leveraging PD Manager alignment and development. May have Senior Work Environment managers as a direct report.

Business Context: Expected Contributions – Essential Job Functions

Key Role: Operations
Strategic HR Leadership

• Market point person for key communications, ownership of issues, policy changes, etc. for total compensation and labor.

• 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 Area 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 hotel leadership teams on complex human resource issues

• Conduct property reviews for hotels 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 trouble-shooting.

Talent Acquisition

• Drive staffing and workforce planning efforts for top talent in geography by coordinating with VP, Regional HR Operations, other

ADHRs and Market leaders to:

Position/Candidate Specification Area Director of Human Resources


The contents of this material are confidential and proprietary to Marriott International, Inc. and may not be reproduced, disclosed, distributed or used without the express permission of an authorized representative of Marriott. Any other use is expressly prohibited.

• Determine the management staffing needs for openings, and ensure that candidates are identified for these opportunities.

• Assess, on an on-going basis, hotel needs and competencies required to fill upcoming openings; work with resources to ensure workforce planning is aligned with needs.

• Personally be responsible for and involved in the selection of all GMs and property DHRs, in collaboration with property and market leaders.

• Support hourly recruiting efforts by ensuring the appropriate education, training, and/or tools are provided to properties in geography in a timely and efficient manner.

Performance Development

• Lead market-wide leadership talent development (LTDI), performance and career coaching and succession management in respective geography by:

• Driving execution of LPP in their geography.

• Working in partnership with DHRs to provide job performance development and career guidance (e.g., coaching, mentoring) to on-property leadership (e.g., GMs, DHRs, etc.) and CFRST property leadership.

• Working in partnership with VP, Regional HR Operations, Performance Development Manager and Market Leadership to identify, plan and implement training and development needs and activities for management and hourly associates.

• Ensuring that all CAP program participants and yellow/purple band associates with exceptional performance who are at mastery or turn (as a result of the HCR process) have robust development plans.

• Drive leadership of and provide input to Human Capital Review in their geography.

Total Compensation

• Responsible for the planning, analysis, and implementation/execution of corporate compensation and benefits programs in the markets.

• Analyze, recommend and influence to ensure that hourly and management wage programs are equitable and aligned with the national strategy with a goal of mitigating third party activity.

• Monitor the compliance and metrics of corporate compensation and benefits programs in the market.

• Drive the execution of annual compensation processes (e.g., merit, stock, and bonus).

• Drive annual /semi-annual hourly total compensation evaluation/analysis/planning process and meetings.

Associate and Labor Relations

• Overall responsibility for associate relations service delivery through partnering with Property HR Leaders and Senior Managers of

Work Environment.

• Act as expert as well as key escalation point for high risk/complex associate relations issues.

• Provide 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).

• Oversight of labor avoidance strategies and initiatives:

• Analyze and support WEPR, Labor Relations Index (LRI) and Market Labor Reports (MLR).

• Monitor and communicate WCI, LI and LRI scores and assists with implementing plans and actions.

• Coordinate/facilitate in-market meetings on market compensation, union avoidance strategies and tactics (in collaboration with the corporate Employee & Labor Relations and corporate Compensation, Benefit and Retirement Plan departments).

• Immediately responds to third party activities, coordinates strategies, and engages specialist resources to mitigate third party

Position/Candidate Specification
Area Director of Human Resources
Page 3

The contents of this material are confidential and proprietary to Marriott International, Inc. and may not be reproduced, disclosed, distributed or used without the express permission of an authorized representative of Marriott. Any other use is expressly prohibited. activity and impact.

• Coordinate with HR Research team to analyze AOS results for trends and need areas, and to analyze LRI statistics; ensure follow-up on need areas.

Coordination and Communication

• Responsible for the implementation of corporate developed programs requiring regional and market implementation.

• Drive the execution of transition plans for all acquisitions and divestitures.

• Provide guidance on HR plan for new Full Service openings, in collaboration with the property HR leader.

• Work with VP, Regional HR Operations to align the communication for the field on regional programs, projects and process enhancements.

• Responsible for the successful execution of regional HR priorities as outlined in the Game Plan.


• Provide systemic approach to ensure compliance to HR policies as required by federal, state and Marriott International regulations (audits, tracking systems, data review, etc.).

• Travel required in geographic region for support and property visits.

• Perform other duties as appropriate.
Candidate Profile

• At least 5 years of HR generalist experience with a preference for multi-brand Marriott International experience.

• Experience in a managerial role as an HR specialist (staffing, development, organizational effectiveness, etc) preferred.

• Large (AA) or multi-unit/multi-brand management experience 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.

• Strong verbal and written communication skills.
• Ability to articulate and gain support from others.

• Proficiency with Microsoft Office products, including Word, Excel and PowerPoint.

• Ability to develop and maintain strong interpersonal relationships with regional team members, hotel Executive Committee leadership, hotel management and corporate COEs.

• Strong understanding of property operations and the market.

• Strong presentation skills required.
Position/Candidate Specification
Area Director of Human Resources

The contents of this material are confidential and proprietary to Marriott International, Inc. and may not be reproduced, disclosed, distributed or used without the express permission of an authorized representative of Marriott. Any other use is expressly prohibited.

• Ability to work in a transaction-driven, deadline-driven environment to meet objectives of assignments while also meeting budget and quality goals.

• Collaborative in role as a team player.
• Persistent in order to drive ideas.
• Strong leader able to influence without authority.

• 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.

• Trustworthy with strong business integrity and ability to hold sensitive information in confidence.

• High analytical ability to convert soft HR measurement in area of expertise to hard business metrics.

• Bachelor’s degree or equivalent HR experience required.

• Graduate degree in Human Resources or related field preferred.

• PHR or SPHR certification preferred.
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.