Manager Human Resources MEX in MVC Mexico City Owner Services (Onsite) at Marriott Vacations Worldwide

Date Posted: 5/20/2024

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.

The Human Resources Manager will report directly to directly to the Human Resources Director of Call Centers and is responsible for managing, assessing, and reviewing all human resources activities including compensation, work environment, associate relations, compliance, Mexico’s Federal Labor Law, Social Security matters and interpretation of site and company Human Resources policies and procedures. The incumbent contributes a high level of HR generalist knowledge with specialization in Associate Relations. This position will assist Human Resources Director of Call Centers and/or any corporate departments in the preparation and execution of investigations and hearings, as well as consult with the other regional HR staff on Mexico labor related issues. The incumbent will generally work with considerable independence 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 comply with all administrative and reporting requirements by Mexico’s employment laws and support all HRIS and payroll systems from a Mexico standpoint. Under the supervision of the Human Resources Director of Call Centers partnering with Corporate Recruitment team, supports the local and national recruitment strategy implementation, recruitment initiatives, activities and processes on site, including: screening, pre-qualifying and contacting applicants. Coordinates sourcing strategy creating engaging job postings to be placed in a wide variety of sources including: social media, online job boards, printed materials and massive media. Coordinates interviews with Client Recruitment team as well as Panel interviews with hiring area leaders. Coordinates, oversees and reviews background and reference checks with designated providers. Prepares and delivers all required feedback and correspondence to applicant candidates. Supports recruitment related functions in and out site as required

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 and interact with third party management companies.
  • 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

Strategic Human Resources

Provides liaison and consulting services to all levels of management and associates, interpreting and defining Division and Human Resources policies and procedures to ensure/enforce compliance.

Develops, plans, and carries out all local policies and procedures relating to all phases of Human Resources.

Analyzes and reviews statistical data and reports to identify and determine causes of turnover and retention within the workforce, and develops recommendations/improvements to management, as well as improvements to employment policies, processes, and practices.

Assists site leadership in the planned development and reinforcement of organizational strategies, structure and processes.

Works with site management to identify current and future weaknesses and strengths; problems and concerns; job satisfaction and productivity.

Works with all levels of management on-site to ensure organizational competence and performance management.

Compensation

Manages and administers compensation programs within and as established by Compensation COE. Will consult with Compensation COE and Human Resources Director of Call Centers accordingly.

Advises and recommends to all levels of management appropriate compensation actions/adjustments to attract, retain, and motivate employees.

Partners with Human Resources Director of Call Centers and Compensation COE on non-management pay administration guidelines, including annual performance/merit increase guidelines.

Partners with Human Resources Director of Call Centers and Compensation COE on issues relating to wage parity/analysis.

Work Environment

Manages & maintains positive associate relations.

Monitors work environment for any signs of potential union organization.

Liaise with the Area Human Resources Manager of Sales and Marketing, and where needed, COE Work Environment manager to ensure that consistent treatment is being afforded to all associates.

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.

Responsible for documentation and disciplinary action training for line managers.

Coach and advise management on Work Environment issues.

Key escalation points for associate relation issues and may substitute for Human Resources Director of Call Centers (e.g., progressive discipline issues).

Participate in resolution of serious grievances surfaced by any site.

Ensure that disciplinary procedures are consistently and appropriately administered on site.

Ensure and guide communication of site rules and regulations, the progressive discipline policy, Associate Resource Line, Business Integrity Line and the Guarantee of Fair Treatment.

Partners with site management and Human Resources Director of Call Centers in development of policies that may result in disciplinary procedures.

Assist Human Resources Director of Call Centers in research and preparation of employment lawsuits for corporate and outside counsel.

Partners with Human Resources Director of Call Centers and Corporate Counsel on matters at Labor Boards.

Provides liaison and consulting services to all levels of management and associates interpreting and defining established policies and procedures.

Consults and reviews grievances processed through various grievance programs, and handles investigations and analyses required to prepare company answers and resolutions to such grievances.

Handles all legal tasks regarding terminations, annulments.

Responsible for supporting the recruiting process and all related initiatives on site.

Supports social media recruitment strategy.

Responsible of the recruiting system tool “SharePoint” to reflect accurate information and follow up with area leaders to have updated comments of the process.

Interviews and analysis Resumes of all production & management level positions in Sales & Marketing for vacation ownership.

Schedules and coordinates logistics for interviews and recruitment related events on site. Sends meeting planners to Interviewers, ensuring them access to required resumes, behavioral interview guides and any other needed information.

Supports one-on-one, Teams and panel interviews process.

Maintains and updates candidates’ files/data base information, Recruitment calendar and hiring process in SharePoint.

Maintains and updates physical files for selected candidates as they move forward within the interview process. 

Will support the administration of any requested testing or pre-employment assessments if needed.

Initiates and checks results for all pre-employment process pieces and notifies Recruitment Mgr. of results.

Collaborates in candidate’s hiring process and paperwork.

Confirms with candidate, start date, orientation details including where and what time to report to orientation, where to report after orientation, and what to bring to orientation.

Send “Thank you” notification email to job candidates who were not selected

Responsible of gathering required information to run periodic Recruitment statistical information report and required metrics.

Assists in receiving and responding to any recruiting-related questions received via phone calls or face-to-face encounters from internal clients, associates, and external job seekers.

Associate Relations

The HRM should be proactive in all areas of Associate Relations.

The HRM will review Engagement Survey scores for all sites in market, provide analysis, and will schedule visits as needed to area sites addressing any improvement plans to mitigate issues being escalated through the Business Integrity Line/Guarantee of Fair Treatment lines.

Where possible the HRM should be aware of any issues relating to Associate areas at any site which might impact associate well-being (e.g., the Associate breakroom/the Associate entrance).

The HRM is responsible for the on-site life cycle of the Engagement Survey and the associated action planning. In addition, they are responsible for 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.

Worker’s Compensation

Act as key consultant with site Staff for workers’ compensation activities.

Ensure sites have systems in place to record absences, time-off requests and shift turndowns.

Discuss with site management appeal processes when applicable.

Assist in preparing documentation for hearings, as necessary.

Compliance

Reviews adherence to Mexico’s Federal Labor Law Federal as it relates to compensation and other legal requirements.

Ensures site compliance with all applicable MVW policies, procedures, and

Remains current on government regulations and legislation in order 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 in the absence of HR Coordinator/Partner.

Provides Talent Acquisition COE with staffing updates, assists in obtaining approvals for hiring exceptions, and provides COE with applicant eligibility and rehire status.

Talent Management

Supports Human Resources Director of Call Centers in planning, coordinating and directing associate training programs.

Facilitates day one orientation in the absence of HR Coordinator/Partner at the site.

Provides task aids and training materials to site leaders and associates.

Conducts impromptu one-on-one trainings as needed during site visits.

General

Remains current with new labor legislation, court decisions and government regulations in order to keep abreast of legal developments.

Maintains a good business relationship with all legal/government institutions.

Performs any reasonable request as assigned.

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 in a discipline (e.g., Accounting, Human Resources, Information Technology).  College degree and/or relevant experience typically required.

Generic Candidate Profile

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

Generally, a professional position requiring significant knowledge and experience in one or more disciplines and/or business operations as well as associate management experience. College degree and/or relevant experience generally required.

Specific Candidate Profile

Education

Bachelor’s degree in Human Resources, Business Administration, or similar discipline or related experience.

Experience

Two to four years of progressive Talent Acquisition Manager HR Generalist experience.

Experience in a remote work environment preferred.

Experience as a generalist in all aspects of Human Resources, including Compensation, Mexico’s Federal Labor Law, and Compliance, Talent Management and Talent Acquisition, with significant experience in Associate Relations/Work Environment issues

Experience in Vacation Ownership, Hospitality or Vacation Ownership Sales and Marketing preferred.

PHR or SHRM – CP certification preferred.

Skills & Attributes

Proven ability to apply excellent written and verbal communication skills.

Proven ability to collaborate and resolve issues and influence without position authority.

Proven ability to function as a team player who works with a high degree of independence and credibility, and professionalism.

Proven ability to quickly build rapport and trust.

Proven ability to provide strong coaching and influencing skills.

Proven ability to maintain a high degree of confidentiality and integrity in dealing with sensitive information.

Develops and maintains effective relationships with a broad group of stakeholders in order to foster trust and influence key decisions.

Proficiency with Microsoft 365 products, including Word, Excel, PowerPoint and SharePoint.

Analyzes and assesses situations to find effective solutions; creative problem solver; engages in fixing the problem; makes decisions using data.

Ability to manage and administer a broad range of tasks including resolving complaints, counseling managers and employees on the interpretation of policies and procedures and concurrent complex tasks.

Delivers results under difficult conditions and demonstrates balanced judgment under pressure. Makes decisions in a timely manner, sometimes with incomplete information, ensuring all deadlines are met.

Possesses strong organizational skills and ability to manage multiple tasks developing and using systems to organize and keep track of information.

Integrates and balances priorities, work activities and resources for the benefit of multiple key stakeholders.

Ability to be an active learner enhancing professional and business growth through the acquisition of knowledge and experiences; proven ability to challenge organizational norms and accepted thinking to improve effectiveness.

Knowledge of principles and practices of human resources management.

Evaluates and remains current of business trends and HR trends to modify strategies.

Ability to prepare written reports, correspondence, and presentations to site leaders as required.

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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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