Human Resources Manager in Marriotts St Kitts Beach Club at Marriott Vacations Worldwide

Date Posted: 2/11/2020

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.

CLS Generic Position Summary

As a member of the professional staff, contributes general knowledge and skill in a discipline area (e.g. Accounting, Finance, Human Resources, Information Technology, Operations Planning & Support, Sales & Marketing) to support team and/or department objectives.  Generally works under close supervision or within well-established guidelines to complete routine tasks. 

Specific Job Summary (describe the nature and purpose of the position)

The Manager, Human Resources - Resort Operations is responsible for supporting the implementation of and managing all human resources activities for one site including: Strategic Human Resources, Associate Relations, Talent Acquisition, Talent Management, and Compensation. Provides general support and complies with Human Resources policies and procedures. Develops recommendations and improvements to management, as well as improvements to employment policies, processes and practices.

CLS Generic Expected Contributions

  • Performs the following types of basic tasks:  analysis, auditing, budgeting, forecasting, programming, research, report generation, and software integration.
  • Responds to, solves and makes decisions on standard/routine business requests with limited 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:
    • utilizing technical knowledge and skills to enhance business processes.
    • establishing priorities for self and, where appropriate, others.
    • allocating own time effectively to meet goals in a manner that does not disadvantage other associates or groups.
    • contributing to department/unit budget as appropriate (i.e., input, following guidelines, etc).
  • 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 (including duties and responsibilities)

Strategic Human Resources Management

  • Acts as a Human Resources liaison and provides Human Resources consulting to all levels of management and associates.
  • Develops, plans, and carries out all local policies and procedures relating to all phases of Human Resources programs.
  • Analyzes and reviews statistical data and reports to identify and determine causes of turnover and retention.
  • Develops recommendations and 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.

Associate Relations

  • Manages and maintains positive associate relations.
  • Manages group or interpersonal conflict.
  • Monitors work environment for any signs of potential union organization.
  • Consults and reviews grievances processed through various grievance programs; handles investigations and performs analyses required to prepare company answers and resolutions to such grievances.
  • Effectively administers any in-place labor contracts.
  • Works with local union representatives to manage grievances in accordance with the Collective Bargaining Agreement.
  • Provides counsel and support to all levels of management and associates to interpret established policies and procedures.
  • Ensures appropriate legal review of complicated associate relations issues.

Talent Acquisition

  • Creatively sources qualified applicants, conducts screening interviews, evaluates applicant qualifications, and performs reference checks.
  • Develops, implements and maintains new outreach and recruiting efforts with minority, religious, social, disability, veteran and senior services organizations.
  • Coordinates and implements employment advertising, the use of temporary/placement agencies, job fairs and the associate referral program.
  • Carries out the site's Equal Employment Opportunity (EEO) for minority/female/veteran employment and advancement, in compliance with government legislation and management directives.
  • Maintains and prepares effective communication/outreach efforts to support action programs in attracting minority/female/veteran candidates.
  • Advises management on EEO actions and reviews existing job opportunities to determine if minority and female advancement is available.
  • Visits outreach facilities and organizations to promote outreach efforts.
  • Identifies any possible affirmative action violations and takes corrective action accordingly.
  • Completes all work visa and permit tasks.

Talent Management

  • Consults with site leadership team to determine training needs.
  • Plans, coordinates and directs associate training programs in consultation with Talent Development COE.
  • Identifies training schedules and organizes attendance of programs accordingly.
  • Designs and develops in-house training programs for local SOP's and recommends attendance by site M&S associates.
  • Prepares and communicates training aids and materials.


  • Manages and administers compensation programs as established by Compensation COE; consults with Compensation COE as appropriate.
  • Advises and recommends to all levels of management appropriate compensation actions/adjustments to attract, retain and motivate employees.
  • Participates in compensation surveys to determine company's market relationship for all site non-management-based positions.
  • Manages, implements and processes non-management pay administration guidelines, including annual performance/merit increase guidelines.
  • Manages payroll administration to ensure timeliness and accuracy.
  • Reviews payroll changes to ensure adherence to wage/salary guidelines.
  • Audits payroll activities, as necessary, to ensure compliance with policies and procedures
  • Manages and administers the establishment of benefit programs at the site level.


  • Provides interpretation of Human Resources policies and procedures to support enforcement of compliance.
  • Remains current on all government regulations, legislation, and common law in order to proactively manage associate relations program.
  • Maintains a good business relationship with all legal/government institutions.
  • Ensures adherence to and compliance with federal, state, and local government employment legislation and regulations.
  • Ensures consistent and fair application of company HR policies.

Additional Responsibilities

  • Provides information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
  • Performs clerical tasks as required: filling out of paperwork for associates, filing etc.
  • Demonstrates self-confidence, energy and enthusiasm.
  • Informs and/or updates the executives, the peers and the subordinates on relevant information in a timely manner.
  • Manages time and possesses organizational skills.
  • Presents ideas, expectations and information in a concise, organized manner.
  • Uses problem solving methodology for decision making and follow up.
  • Performs similar requests as assigned.

CLS Generic Candidate Profile

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

Usually a professional position with general knowledge in a discipline (i.e., Accounting, Human Resources, Information Technology).  College degree and/or related experience typically required.

Specific Candidate Profile (the education, experience, skills and attributes that are important for this position)

Education and Experience

  • High school diploma or GED; 4 years of experience in the human resources, management operations, or related professional area.


  • 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 2 years of experience in the human resources, management operations, or related professional area.