Human Resources Coordinator in MVC Mexico City Owner Services at Marriott Vacations Worldwide

Date Posted: 5/1/2024

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.

Generic Position Summary

As a member of the professional staff, contributes specialized knowledge and skill in a discipline (e.g. Accounting, Finance, Human Resources, Information Resources, Operations Planning & Support, Sales & Marketing) area to support team and/or department business objectives. Generally, works under limited supervision, but within established guidelines, producing and analyzing more complex business information to assist in the decision-making process.

The Coordinator Human Resources will report directly to directly to the Manager/Director of Human Resources (Mexico) and is responsible for supporting all human resources activities including compensation, work environment, associate relations, compliance, Mexico’s Federal Labor Law, Social Security matters and under supervision, interpretation of site and company Human Resources policies and procedures. The incumbent contributes of HR generalist knowledge with specialization in Associate Relations. The incumbent will generally work under limited supervision, ensuring Work Environment programs and processes are effectively implemented to accomplish objectives in alignment with broader business objectives and strategies. It is expected for this position to support compliance with all administrative and reporting requirements by Mexico’s employment laws and support all HRIS, Talent Acquisition, Talent Development, and payroll systems from a Mexico standpoint.

Generic Expected Contributions

  • Performs more complex quantitative and qualitative analysis for business processes and/or projects. Often manages small projects, business processes or parts of larger ones.
  • Responds to, solves, and makes decisions on more complex/non-routine business requests with limited to moderate risk. 
  • Responsible for own work and contributing to team, department and/or business results. May direct work of non-management staff.
  • Assists more senior associates in achieving business results by:
    • identifying opportunities to enhance the effectiveness of business processes.
    • providing training and technical guidance to less senior staff, where appropriate, and serving as point-of-contact for problem resolution.
    • participating in setting department operating plans.
    • recognizing and celebrating team successes.
    • achieving results against budget within scope of responsibility.
  • Demonstrates an awareness of personal strengths and areas for improvement and acts independently to improve and increase skills and knowledge.
  • Performs other duties as appropriate.

Specific Expected Contributions


  • Assist local HRBP compliance of compensation programs within and as established by Compensation COE. Will consult with onsite HR Leadership accordingly.
  • Assist local HRBP on non-management pay administration guidelines, including annual performance/merit increase guidelines.
  • Assist local HRBP on issues relating to wage parity/analysis.

Work Environment

  • Assist local HRBP on actions to maintain positive associate relations.
  • Monitors work environment for any signs of potential union organization and escalate accordingly.
  • Participate in and support Positive Work Environment (PAR) training, labor/employee relations-related interventions (focus groups, feedback sessions, etc.), Guarantee of Fair Treatment/Arbitration in collaboration with the COE Work Environment Team to come to a satisfactory resolution.
  • Coach and advise management on Work Environment issues.
  • Key escalation points for associate relation issues and may substitute for Manager Human Resources . (e.g., progressive discipline issues869)
  • Assist local HRBP to ensure that disciplinary procedures are consistently and appropriately administered on site.
  • Assist local HRBP in research and preparation of employment lawsuits for corporate and outside counsel.
  • Provides liaison and consulting services to all levels of management and associates interpreting and defining established policies and procedures.

Associate Relations

  • The Coordinator HR should be proactive in all areas of Associate Relations.
  • The Coordinator HR will assist with review Engagement Survey scores for all sites in market.
  • Where possible the Coordinator HR should be aware of any issues relating to Associate areas at any site which might impact associate well-being (e.g. the Associate break-room/the Associate entrance).
  • The Coordinator HR assist HRBP for the on-site life cycle of the Engagement Survey and the associated action planning. In addition, to assist overseeing the improvement of those sites and departments who fail to meet the minimum standards in any portion of the lifecycle and/or the associated metrics.

Locations with Union Representation (where applicable)

  • Interprets CBA and ensures site leadership is well educated on all CBA procedures.
  • Adheres to guidelines as required under local CBA.
  • Consults with HRBP on all Union matters.

Leaves under Social Security Institute (IMSS)

  • SME for Social Security leaves and partners with F&A / Payroll when appropriate.
  • Supports and partners with F&A / Payroll on-site have systems in place to record absences, time-off requests, and shift turndowns.
  • Assist in preparing documentation for hearings, as necessary.


  • Reviews adherence to Mexico’s Federal Labor Law Federal as it relates to compensation and other legal requirements.
  • Assist HRBP on site compliance with all applicable MVW policies, procedures, and
  • Remains current on government regulations and legislation to manage the associate relations program to ensure/enforce consistent and fair application and compliance of MVW and local regulations.

Talent Acquisition

  • Ensures compliance with company employment policies & procedures in addition to fulfilling Mexico Labor Law requirements for employment.
  • Point of contact for Talent Acquisition COE and back up On Boarding Coordinator
  • Provides Talent Acquisition COE with staffing updates, assists in obtaining approvals for hiring exceptions, and provides COE with applicant eligibility and rehire status.
  • Coordinates the Talent Acquisition strategies & actions to provide the business with the right talents to deliver Memorable Experiences to our Guests & owners.
  • Participates in local and national recruitment events and is an ambassador of the Brand and the Company through various recruitment sources (Schools, universities, Labor Department, etc.)
  • Under the guidance of onsite HRBP, prepares the annual talent acquisition plan and budget, and presents it to the various levels of Senior Leadership of the property and HR & TA Leaders.
  • Partner with corporate HR communications to ensure best practices related to talent acquisition and retention are shared accordingly.
  • Under the guidance of onsite HRBP, manage to stay on track the talent acquisition budget.
  • Responsible to identify and create materials or programs in partnership with Talent Acquisition COE to impulse and develop TA strategies according to area and location specific needs.

Talent Management

  • Assist HRBP in planning, coordinating and directing associate training programs.
  • Support the HR function as it relates to new hires and onboarding experience of new associates.
  • Provides task aids and training materials to site leaders and associates.
  • Conducts impromptu one-on-one trainings as needed during site visits.
  • Under the guidance of onsite HRBP, prepare the annual development and retention plan and budget, and present it to the various levels of location Senior Leadership and HR.
  • Partner with corporate HR communications to ensure best practices related to talent development and retention are shared accordingly.
  • In partnership with all site senior leaders, talent development COE and Brand, produce and execute the annual training calendar for all associates and communicate it accordingly.
  • Manage to stay on track the training and retention budget.
  • Responsible for all the documenting, tracking and reporting all training related matters as required by government agencies, brand and company.
  • Responsible to identify and create materials or programs which will enhance the performance of all associates, develops leaders and builds strong retention ties to the brand the company.
  • Coordinates all social HR related activities and sustainability program to ensure the compliance of location to corporate social & environmental policy, standards and requirements.
  • Develops structure for offering experiential development opportunities to eligible associates or positions.
  • Under the guidance of onsite HRBP and the talent Development COE, this position will participate in the talent review process, succession planning and any other programs relevant to strategic planning from a talent development and retention perspective.


  • Remains current with new labor legislation, court decisions and government regulations in order to keep abreast of legal developments. 
  • Performs any reasonable request as assigned.

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

Job Requirements

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