CAREER OPPORTUNITIES

Marriott

Senior Human Resources Manager, Benefits and Compensation 

Salary Range: $77,700 - $137,270 annually 

The Sr. HR Manager directs and works with Human Resources and Operations associates and managers to lead many of the daily activities of the Human Resource Office for the assigned Business Partner groups, including recruitment, total compensation, training and development, associate relations, and performance management.  Additionally, the Sr. HR Manager focuses on delivering HR services that meet or exceed the needs of associates and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures. The Sr. level role will be a subject matter expert on associate relations, HRIS systems, internal compliance processes and procedures and internal audits. The Sr. HR Manager of associate relations will be the HR lead through their support and guidance of the non-senior level HR team members.

 

Education and Experience

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

OR

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

 

CORE WORK ACTIVITIES

Leading and Monitoring Recruitment and Hiring Activity

• Assists in the interviewing and hiring of Human Resource employee team members 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.
• Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.
• Oversees/monitors candidate identification and selection process.
• Provides subject matter expertise to property managers regarding selection procedures.
• Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.
• Performs quality control on vendor partner’s performance regarding applicant sourcing and selection.

 

Administering and Providing Education Related to Employee Benefits

• Works with unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors.
• Prepares, audits and distributes unemployment claim activity reports to property management.
• Attends unemployment hearings and ensures property is properly represented.
• Ensures that department has the available resources on hand to administer employee benefits.
• Ensures compliance with hotel-specific hourly compensation practices and required wage notices.

 

Managing Employee Development

• Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job.
• Ensures employees are cross-trained to support successful daily operations.
• Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate.
• Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture.
• Ensures attendance by all new hires and participation of the leadership team in training programs.
• Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.

 

Maintaining Employee Relations

• Conducts timely and thorough workplace investigations and provides appropriate recommendations based upon findings. Maintains detailed investigation records.
• 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/Multi-Property Director of Human Resources.
• Partners with Loss Prevention to conduct employee accident investigations, as necessary.
• Communicates performance expectations in accordance with job descriptions for each position.
• Plans and leads employee recognition and engagement efforts and events for hourly and management staff.

 

Managing Legal and Compliance Practices

• 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.
• Ensures medical records are maintained in a separate, secure and confidential medical file.
• Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable).
• Communicates property rules and regulations via the employee handbook.
• Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc.
• Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims.
• Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.
• Manages Workers Compensation claims to ensure appropriate employee care and manage costs.
• Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications).
• Ensures the proper administration of LOAs, to include FMLA, ADA and PFL.

This position offers health care benefits, flexible spending accounts, 401(k) plan, accrued paid time off (including sick leave where applicable), life insurance, disability coverage, other life and work wellness benefits and may include incentive compensation. Benefits and incentive compensation may be subject to generally applicable eligibility, waiting period, contribution, and other requirements and conditions.   

For more information or to apply online, please click here.

O'ahu Island: State of Hawai'i

Human Resources Specialist V (Job Number: 23-0460)

Salary Range: $5,918 - $7,198/month 

The State Department of Human Resources Development, Employee Assistance Office (EAO) is looking for a knowledgeable human resources professional with strong research and organizational skills to join our team!

EAO develops and administers statewide employee benefits and assistance programs (excluding health and retirement plans). The primary purpose of this position is to provide professional staff support services to the State's Deferred Compensation Plan Board of Trustees to ensure that the Plan Board fulfills its statutory and fiduciary duties and to ensure that the Plan functions smoothly and in compliance with all federal and State laws, rules and regulations. 

This position will perform assignments which regularly encompass complex research, development, implementation, and management advisory services on the Deferred Compensation Retirement Plan and undertake a comprehensive outreach and education program to all eligible State employees.

Key Responsibilities

• Serves as the primary point of contact/interface between the Board and the Plan's Third-Party Administrator (TPA), investment consultant, all of the Plan's investment product providers, legal counsel, participants, and all federal, State, and county agencies.
• Initially reviews all matters received involving the Board or Plan (including complaints and inquiries), and when necessary, consults with appropriate parties (including the legal counsel of the Plan), and either resolves the matter or brings it to the Board's attention if it is a matter of significant importance for resolution.
• Research and monitor any potential developments that may impact or pertain to the Plan and provide recommendations to the Board.
• Assists in the drafting and reviewing of the Plan's investment policy statement, Plan Document, Summary Plan Document, and all correspondence from the Board.
• Drafts administrative rules, policy and procedures, and/or guidelines to implement or amend programs as it relates to the Plan.
• Coordinates and oversees all semi-annual State Benefits Fairs (including those held on the neighbor islands).
• Assists in the drafting, reviewing, and preparation of the numerous Request for Proposals (RFP) the Board issues for investment products and services.
• Research and drafts legislation on behalf of the Board on matters pertaining to the Plan.

Minimum Qualifications

• 7-1/2 years of professional work experience in one or any combination of human resources management functions (i.e. recruitment, compensation, labor relations, classification, etc.); or
• Graduation from an accredited four-year college or university with a bachelor’s degree plus 3-1/2 years of the above professional human resources experience.
•  At least one (1) year of Specialized Experience which involved participation in planning, developing, coordinating and/or implementing a defined contribution plan.

See official minimum qualifications for the class Human Resources Specialist V for more information.

To apply online, please submit an application here: APPLY NOW

If you are interested in posting a job on our website (includes an email blast to all active HICOMP members), please contact the Site Administrator.

Cost:

• HICOMP member companies (no charge)
• Non-HICOMP member companies ($50.00)