Manager Human Resources in Westin Resort and Spa Cancun at Marriott Vacations Worldwide

Date Posted: 9/15/2022

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 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


Strategic Human Resources

  • Partner with the ADHR 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 MVW 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 ADHR 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.


Compensation

  • Collaborates with Compensation team to ensure appropriate internal and external pay equity.
  • Supports the ADHR, 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.

Work Environment

  • Manages & maintains positive associate relations.
  • Participate in and support Positive Work Environment (PAR) training, labor/employee relations-related
  • Coach and advise management on Work Environment issues.
  • 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.
  • Assist Area Director of Human Resources in research and preparation of employment lawsuits for corporate and outside counsel.
  • Partners with Area Director of Human Resources 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.

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 ADHR 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 ADHR to analyze ES results for trends and to identify ‘need’ areas.

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 Area Director HR, VP Law Ops. and VPHR CALA 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.

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.

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