Human Resources Manager
2 weeks ago
**Job Number** 23053760
**Job Category** Human Resources
**Location** JW Marriott Marquis Hotel Dubai, Sheikh Zayed Road Business Bay, Dubai, United Arab Emirates, United Arab Emirates VIEW ON MAP
**Schedule** Full-Time
**Located Remotely?** N
**Relocation?** N
**Position Type** Management
**JOB SUMMARY**The HR Manager supports the Director of Human Resources Operations and Multi Property DHR in leading and managing the Human Resources team, to carry out the daily activities of the Human Resource Office including oversight of recruitment, employee relations & engagement and total compensation. Additionally, the HR Manager focuses on delivering HR services that exceed the needs of associates and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures.
**CANDIDATE PROFILE**
**Education and Experience**
- High school diploma or GED; Min 4 years experience in human resources, management operations, or related professional areas.
OR
- 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 2 years experience in human resources, management operations, or related professional area.
**Skills and Knowledge**
- Strong interviewing and assessment skills
- Strong coaching and development planning skills
- Strong associate relation skills
- Strong knowledge of labour laws
- Strong knowledge of labour relations
- Good training and facilitator skills; knowledge of various training methodologies
- Good event planning skills
- Strong organization skills
- Financial management skills e.g., ability to analyze P&L statements, develop operating budgets
- Strategic planning skills
- Ability to evaluate business trends, determine applicability to varying Marriott Brand associate profile and modify business strategies accordingly
- Ability to creatively execute against the strategy and drive results; can originate and invent new ways to create a high performing work environment and maximize the return on talent
- Ability to take constructive action without relying on directions from others
- Ability to exercise flexibility rather than rigid adherence to procedures in order to accomplish goals
- Effective decision-making skills; can choose a course of action amongst options involving uncertainty or risk
- Strong problem-solving skills; encourages new innovative solutions when appropriate
- Strong communication skills (verbal, listening, writing)
- Good negotiation skills
- Effective conflict management skills
- Strong consensus building skills
- Effective change management skills
**RESPONSIBILITIES**
- Creates and sustains a work environment that embraces the brand’s culture and focuses on fair and equitable treatment and associate satisfaction to enable business results.
- Assists in the interviewing and hiring of Managerial positions with the appropriate skills, as needed.
- Establishes and maintains contact with external recruitment sources.
- Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.
- Performs quality control on vendor partner’s performance regarding applicant sourcing and selection.
- Manages the social media platform - LinkedIn and other career portals for branding and attracting talents.
- Works closely with the Assistant Manager and HR Supervisor in managing the monthly payroll cycle including attendance and payroll reports.
- Lead the payroll audit each month and ensures necessary measures are taken.
- Ensures wages are paid in accordance to regionally issued guidelines and local laws e.g., entry level rates paid to new hires, overtime provisions in place and separation pay.
- Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings).
- Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action.
- Utilizes an “open door” policy to acknowledge employee problems or concerns in a timely manner
- Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources Operations.
- Partners with Loss Prevention to conduct employee accident investigations, as necessary.
- Communicates performance expectations in accordance with job descriptions for each position.
- Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.
- Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act.
- Champions HR initiatives and projects by proper planning, organizing and executing within deadlines while delegating efficiently to the team.
- Par
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