Director of Human Resources in HVO Sirena del Mar at Marriott Vacations Worldwide

Date Posted: 5/28/2023

Job Snapshot

Job Description

Are you ready to grow your dream career while making others' vacation dreams come true? Marriott Vacations Worldwide is a world premier organization for Vacation Ownership with resorts at destinations around the globe. Join our team and help deliver unforgettable experiences that make vacation dreams come true.

The Director, Human Resources (Director) provides strategic Human Resources (HR) generalist support to the field location, leaders, and associates within their designated area. The Director provides proactive support, advice, and solutions to business leaders on all people-related matters, with a focus on Associate Relations. The Director reports to the Vice President of Human Resources and also receives guidance from the HR Centers of Excellence (COE) teams.

Within their area, the Director will work closely with field and regional leaders to facilitate the implementation and management of HR programs, plans, and policies as appropriate. The Director will assist the VPHR in building people and business strategies that improve organizational effectiveness and drive business performance, integrating HR capabilities and business needs to enable successful execution of business and people strategies and ensuring consistency and compliance across all locations within their designated area. The Director is the HR Generalist supporting 1-3 sites in a single market, and typically manages multiple employment entities, union, and labor related government agencies in Mexico.

Expected Contributions

  • 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. Typically influences work of cross-functional or extended teams.

  • 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 organization’s capabilities through effective staffing and development of others by:

- anticipating staffing requirements by comparing business needs with strengths and weaknesses of existing staff.

- using appropriate interviewing tools to hire the best managers available from inside or outside.

- setting and maintaining high standards for team and individual performance.

- providing timely coaching and feedback.

- Making and rewarding distinctions in performance.

  • Assists more senior associates in achieving business results by:

- anticipating staffing requirements by comparing business needs with strengths and weaknesses of existing staff.

- using appropriate interviewing tools to hire the best managers available from inside or outside.

- setting and maintaining high standards for team and individual performance.

- providing timely coaching and feedback.

- Making and rewarding distinctions in performance.

  • Readily critiques own behavior to acknowledge mistakes and improve future leadership performance and acts independently to improve and increase skills and knowledge.

  • Performs other duties as appropriate.

Specific Expected Contributions

Team Leadership

  • Establish and implement Human Resources annual objectives to meet client, company, and team goals. Participate in the budget process for assigned area. Manage expenses within approved budget.

  • Oversee, lead, manage, develop, and coach field HR leaders to support the day-to-day HR needs of our clients, people-related matters, and critical HR initiatives.

  • Evaluate the HR team for continual improvement in efficiency and effectiveness as well as provide. personal and professional growth with emphasis on development opportunities when available.

Strategic HR Support

  • Partner with the VPHR on the development, implementation, and coordination of Human Resources policies and program, including employment, employee relations, Union relations, wage and salary administration, benefit negotiations and administration, compliance issues, training and development, labor boards, labor related state and federal agencies, safety, and reward and recognition.

  • Provides strategic and generalist Human Resources support to Regional and site teams.

  • Proactively identifies Human Resources Management needs, develops, and implements strategies for addressing and resolving associate and business needs.

  • Acts as an HR Business Partner and internal consultant to managers and associates at all levels by providing a full range of human resources support, guidance, and direction. Specifically, the Director provides advice and counsel to Department Heads, General Managers, and Director of Human Resources, Mexico, regarding work issues, development plans, operational strategies, employee relation issues, Union related matters and HR policies and procedures and indicate suggested corrective action to resolve problems areas.

  • Fosters continuous improvements in the HR and field organizations by analyzing processes, monitoring effectiveness, and make recommendations for changes and enhancements.

  • Assists with division Human Resources projects and initiatives from inception to completion.

Talent Acquisition

  • Implement Mexico recruitment strategies, systems and procedures including review of labor markets, development of staffing guides, analysis and trending of turnover and open positions, selection techniques, sharing of best practices and approval of advertising and implementation of interviewing tools for the client group.

  • In partnership with the Talent Acquisition and Corporate team, reviews and ensures appropriate staffing plans and programs are designed to best identify talent within and outside the Company are executed in the market/region to meet the need of the business.

  • Champions the associate on-boarding process for newly hired associates to ensure a smooth transition and introduction to the company.

Talent Management

  • Support client business strategies through effective execution of HR programs and processes. Oversee the implementation of core HR programs and services including training and development, partnering with the Talent Management team as needed as it relates to associate training and education programs, to include identifying Leadership training needs.

  • Provides consultation and assistance as needed to manage the Engagement Survey across each discipline.

  • Is accountable for leading the execution of the Human Capital Review process within his/her area in partnership with the assigned Talent Manager.

  • Partners with the VPHR and assigned Talent Manager in talent development, performance and career coaching and succession management among the associates within his/her designated market/region.

  • Drives execution of the Leadership Performance Process among the managers and their direct reports.

  • Manages job elimination and the mutually agreed-upon separation process including development of business justification, risk assessment, and obtaining necessary approvals. Makes recommendations and ensures that decisions do not expose the Company to undue risk.

  • Assists HR COEs in the design, development, and implementation of division and discipline specific initiatives.

  • Works in partnership with the Talent Manager and discipline specific strategic training representatives to identify, plan and implement training and development needs and activities for management and hourly associates.


  • Collaborates with Compensation team to ensure appropriate internal and external pay equity.

  • Supports the VPHR, HR, site leadership, and COEs in implementing compensation programs, benefits, and incentive programs.

  • Partners with the Compensation COEs in market strategic planning, analysis, and implementation of compensation programs, benefits, and incentive programs.

  • Understand and respond to concerns regarding employment agreements, contracts, commission schedules and compensation plans.

  • Partners with the Compensation COEs for the implementation of annual compensation programs, e.g., merit, stock, and bonus.

  • Partners with the Compensation COE for the implementation of annual compensation programs.

  • Partners with the Compensation COE for the implementation of annual Management compensation programs.

  • Partners with the Compensation COE for the implementation of annual hourly compensation evaluation/analysis/planning process.

  • Proactively monitors the area/region for compensation trending, providing feedback to COE and site leadership.

Associate Relations

  • Partners with site/resort leadership for associate relations service delivery.

  • Engages leadership and promotes the desired workplace culture.

  • Advises and coaches leaders on mitigation of organizational people risk.

  • Provides consultation to site/resort leadership in support of creating and maintaining a positive work environment for associates, in collaboration with field HR managers.

  • Acts as Subject Matter Expert (SME) as well as regional escalation point for high risk/complex associate relations issues.

  • Manages associate relations issues/investigations working with specialized corporate departments (Legal, Internal Investigations) to ensure related issues are assessed for risk and provide effective organizational resolutions.

  • Responds to third party complaints with advice of VPHR and Legal.

  • Represents the company’s position as required.

  • Monitors and communicates Engagement Survey (ES) scores and assists with implementing plans and actions.

  • Coordinates efforts with the VPHR to analyze ES results for trends and to identify ‘need’ areas.

Locations with Union Representation

  • Interprets CBA and ensures site leadership is well educated on all CBA procedures.

  • Adheres to guidelines as required under local CBA.

  • Consults with VPHR on all Union matters.

Policies & Procedures

  • Interprets and effectively communicates HR policies and procedures to all levels of the organization.

  • Provide systemic approach to ensure compliance to HR policies as required by local, federal or state laws in operation within the designated area, and Marriott Vacations Worldwide regulations (audits, tracking systems, data review, etc.).

  • Develops, reviews, and monitors systems, procedures, and processes within departments to ensure compliance and/or proper application of company policies and governmental regulations including but not limited to local civil rights, labor, medical and disability laws.

  • Anticipates, provides guidance on, and assesses risk on complex associate relations decisions and actions ensuring consistency, fairness, and limited exposure to the Company.

Candidate Profile

Successful candidates should possess knowledge and experience and demonstrate strong leadership and relationship skills as follows:

Generally, a professional position with specific knowledge and experience in a discipline (e.g., Accounting, Human Resources, Information Technology) as well as associate management experience. College degree and/or relevant experience typically required.

Candidate Profile


  • Bachelor’s degree in Human Resources/ related field or equivalent practical experience.

  • Master’s degree in Industrial/Organization Psychology, Business Administration, or Human Resources Management preferred.

  • SPHR certification preferred.


  • At least five years of progressive Generalist experience in a management role.

  • Experience in Vacation Ownership, Hospitality or Vacation Ownership Sales and Marketing essential.

  • Strong experience of working and / or supporting HR operations.

  • Experience in union relations.

  • Experience as a generalist in all aspects of Human Resources including Associate Relations, Compensation and Benefits, Talent Acquisition, Training, Organizational Development, and Diversity or experience as a specialist in one of these HR functional areas.

Skills & Attributes

  • Must be bilingual – English and Spanish.

  • Strong leadership, management, and communication skills providing an environment where associates are empowered and led to an aligned action or purpose.

  • Exceptional skills at building and nurturing relationships at all levels of the organization through collaboration, negotiation, and mentoring.

  • Strong ability to proactively influence and shape the thinking of leadership that drives the right type of decision making to garner positive business results.

  • Strong knowledge of human resources policies, practices, and procedures.

  • Strong knowledge of labor laws and governmental regulatory compliance.

  • Strong knowledge of assessment tools and incentive programs.

  • Knowledge of training methodologies.

  • High level of facilitation, oral presentation, and training skills.

  • Outstanding written and verbal communications skills.

  • Skilled in decision-making and conflict resolution in a fast paced, continuously changing, customer focused environment.

  • Passion for strategic involvement in the creation and execution of departmental and division-wide goals and objectives.

  • Knowledge of HR trends and practices within the industry and geographical location(s).

  • High level of skill in managing confidential and sensitive information and data.

  • Computer literacy on Microsoft Office products.

  • Experience with database systems.

  • Flexibility, adaptability, and the capability to manage and prioritize multiple and conflicting priorities and tasks.

  • Understands how to manage in a culturally diverse work environment.


Marriott Vacations Worldwide is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture

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