Dir-human Resources-a

**Additional Information****Job Number** **Job Category**Human Resources**Location**Siari a Ritz-Carlton Reserve, One Marriott Drive, Puerto Vallarta, Mexico, Mexico**Schedule**Full Time**Located Remotely?**N**Position Type** Management**JOB SUMMARY**The 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.**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 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