Director HR Business Partner, EMEA – Maternity Cover (FTC 9 – 12 Months)
Corporate
London, London, United Kingdom
4d ago

Posting Date Mar 24, 2022

Job Number 22046557

Job Category Human Resources

Location Europe Office - London, Barnard's Inn 86 Fetter Lane, London, London, United Kingdom VIEW ON MAP

Relocation? N

Position Type Management

Located Remotely? N

Marriott International is the world’s largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed.

We believe a great career is a journey of discovery and exploration. So, we ask, where will your journey take you?

JOB SUMMARY

Director of Human Resources will partner with the designated leaders, their teams and Human Resources to translate business strategy into human resources practices that build organizational capability to meet business goals in the continent.

This individual will also play a key role in defining and operationalizing the HR talent work in support of the disciplines and major initiatives.

This position will report directly to the VP HR EMEA and, as an integral member of the HR team, will serve as the HR Business Partner to the designated leaders and their teams.

They will partner with other HR team members and the Centre’s of Expertise to ensure the delivery of HR support and services to the designated leaders and their teams.

EXPECTED CONTRIBUTIONS

Talent Management and Organizational Capability

  • Provide HR Generalist support to the organization; providing direct consultation on HR-related issues (e.g., talent development, staffing, compensation, etc.)
  • Partners with senior managers, department heads and rest of the EMEA HR team to develop and execute strategies that optimise organisational effectiveness.
  • Collaborate with various HR COEs in the development and delivery of HR programs and services. Partner with HQ on global business HR related initiatives.
  • Leads the implementation of key HR processes throughout the year (e.g. performance & compensation management, Engagement, etc.
  • partnering with the HR Services team and ensuring business partners understand implications of their recommendations and decisions.

  • Work with Business Leaders to facilitate the development and implementation of initiatives that drive associate engagement, reinforce company culture, and stimulate commitment from associates.
  • Consult with Business Leaders on managing performance within their organization and ensure that optimal decisions are made that protect and strengthen the Marriott culture and brand.
  • Deploy plans to attract, develop and retain diverse high caliber talent and ensure there is a pipeline of talent to fill key positions.
  • Develop and execute the appropriate talent attraction strategies engaging with discipline heads and HR COEs. Ensure open positions are advertised in appropriate venues to attract a diverse candidate pool.

    Ensures employment ads comply with local laws and regulations.

  • Effectively manages the staffing processes and ensures interviews are conducted according to recommended guidelines, consistent screening criteria is used, and only job-related questions are asked.
  • Assess current and future skill needs based on business priorities, develop plans and programs to address both talent and skill gaps.
  • Work to ensure positions are filled with individuals best meeting the profile and job specification. Apply personal expertise in talent assessment to facilitate optimal staffing decisions and development planning for key jobs.

  • Partner with Business Leaders and VP HR as appropriate to ensure that organizational structures are aligned with business goals, work processes / systems are efficient and can be leveraged across disciplines, and roles and accountabilities are clearly defined and aligned with key priorities and a shared vision with decisions made at the right level.
  • Also ensure that supporting components (compensation structure, bonus plan design, and job design) support business goals.

  • Stay ahead of emerging business issues to determine strategic implications for talent management and organizational capability.
  • Associate Relations

  • Lead management team in identifying key drivers of associate satisfaction and assists the team in addressing issues with written plans and actions.
  • Monitor and communicate progress against the plans to both management and hourly associates.

  • Utilize an open door policy to address associate problems or concerns in a timely manner, ensures associates are treated fairly and equitably and that issues are brought to resolution;
  • bring issues to the attention of senior leadership as necessary.

  • Manage annual Engagement Survey planning process, analyse output and put action plans in place.
  • Discipline Talent Program Leadership for EMEA

  • Partners with Business Leaders to assess current and future discipline talent and organizational needs based on growth plans and business priorities in the continent and develop plans.
  • Works closely with the rest of the Continent HR team and corporate HR teams as needed to develop solutions and programs to address both discipline talent / skill gaps as well as organizational needs in the continent.

  • Work with Business Leaders to identify, scope, design, and develop HR solutions to support talent and organizational aspects of key business initiatives in the continent.
  • Garner support from appropriate functions (e.g., HR COEs, Finance, Legal, etc.) to design, develop and deliver HR programs;
  • and in turn, serve as resource and sounding board to the Business Leaders in their efforts to build enterprise solutions.

  • Partner with discipline leads to plan and implement change initiatives as required to drive business success
  • REQUIRED :

  • A minimum of 6 years of HR generalist experience.
  • Recent experience as a Human Resources Generalist / Business Partner with Senior Level Executives. Specifically, broad experience base in various key human resource management areas such as talent management and development, workforce planning, employee relations, recruitment, compensation, performance management and coaching, organizational design and change management
  • PERSONAL COMPETENCIES :

  • Strong working knowledge of Human Resources, as well as relevant legal standards.
  • Strong business acumen - Thinks like a business leader with the insights and skills to effectively address business opportunities with actionable, scalable, and sustainable HR programs.
  • Ability to translate HR strategies and complex business needs into priorities and execute against those effectively securing necessary resources and monitoring progress against plans;
  • strong project management

  • Strong executive presence able to sell ideas and influence persuasively, settling differences and winning concessions without damaging relationships;
  • can be both direct and forceful while remaining diplomatic.

  • Develops and maintains effective relationships and deals effectively with a broad group of stakeholders; influences without direct management authority.
  • Excellent verbal and written communication skills.
  • Ability to operate independently and effectively from both a strategic and tactical perspective.
  • A solid work ethic; honest and straight forward, committed to delivering the highest quality of service; and accompanied with a strong sense of urgency.
  • Flexible, resilient, and adapts easily in a changing environment; ability to work under pressure.
  • Education and Professional Certification :

  • Bachelor’s Degree or similar required
  • CIPD qualification or equivalent required
  • Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture.

    We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.

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