Human Resources Manager

JOB SUMMARY

The Human Resources Manager is responsible for supporting and managing the daily operations of the Human Resources department, including recruitment and selection, employee relations, benefits administration, training and development, performance management, compliance, and workplace culture initiatives. This role partners with department leaders to deliver HR services that support business objectives, enhance employee engagement, and ensure compliance with all applicable labor laws, company policies, and Marriott standards.

The Human Resources Manager plays a key role in fostering a positive work environment, supporting leadership with people-related matters, developing talent, and ensuring the property attracts, retains, and develops a high-performing workforce.

KEY RESPONSIBILITIES

I. Recruitment & Talent Acquisition

• Lead and support recruitment activities to attract, select, and retain qualified talent across the property.
• Establish and maintain relationships with external recruitment sources, educational institutions, industry associations, and community partners.
• Attend job fairs, career events, and networking opportunities to build talent pipelines and promote employer branding.
• Coordinate candidate sourcing, screening, interviewing, reference checking, and onboarding activities.
• Provide guidance and support to department managers regarding recruitment and selection procedures.
• Partner with recruitment vendors and advertising channels to attract diverse and qualified candidates.
• Ensure recruitment processes are conducted fairly, consistently, and in accordance with company policies and employment legislation.
• Oversee offer management, selection documentation, and candidate communication processes.

II. Employee Development & Training

• Support the design, coordination, and delivery of employee training and development programs.
• Ensure all new associates participate in comprehensive orientation and onboarding programs.
• Coordinate property-wide onboarding activities to create a positive and engaging employee experience.
• Collaborate with department leaders to identify training needs and talent development opportunities.
• Support cross-training initiatives to enhance operational flexibility and employee growth.
• Promote Marriott learning platforms and development resources.
• Facilitate training sessions and workshops as appropriate.
• Monitor participation and effectiveness of training programs and recommend improvements.

III. Employee Relations & Engagement

• Foster a positive employee relations environment that promotes engagement, respect, and teamwork.
• Maintain open communication channels and encourage employee feedback through an open-door policy.
• Support the resolution of employee concerns, grievances, and workplace issues in a timely and professional manner.
• Assist with employee communication programs, town halls, engagement activities, and recognition initiatives.
• Review employee satisfaction results and develop action plans to improve workplace culture.
• Partner with department leaders to address employee relations matters and performance concerns.
• Promote Marriott's culture, values, and commitment to inclusion and diversity.
• Support initiatives that improve employee retention and overall workplace satisfaction.

IV. Compensation, Benefits & Associate Support

• Assist in administering employee benefits programs and ensuring associates understand available benefits and resources.
• Support benefit enrollment processes and employee inquiries regarding compensation and benefits.
• Coordinate with external providers and relevant agencies regarding claims and benefit administration.
• Assist in managing unemployment claims, workers' compensation matters, and employee support programs.
• Prepare and review reports relating to benefits administration and employee claims activities.
• Ensure accurate record-keeping and compliance with company benefit policies and procedures.
• Support employee wellness and wellbeing initiatives across the property.

V. Human Resources Operations & Administration

• Maintain accurate, secure, and confidential employee records and HR documentation.
• Ensure personnel files contain required employment, performance, compensation, and compliance records.
• Administer HR systems, employee data updates, documentation processes, and reporting requirements.
• Ensure compliance with documentation standards, privacy requirements, and record retention guidelines.
• Manage HR correspondence, employment contracts, and employee lifecycle documentation.
• Support HR audits and ensure records are readily available and properly maintained.
• Prepare regular reports and analyses relating to workforce trends and HR performance indicators.

VI. Leadership & Team Development

• Provide leadership, guidance, and support to HR associates and departmental leaders.
• Partner with managers to establish performance expectations and employee development plans.
• Coach leaders on performance management, employee engagement, and people leadership practices.
• Support talent management and succession planning initiatives throughout the property.
• Encourage a culture of accountability, collaboration, recognition, and continuous improvement.
• Assist leaders in identifying and developing high-potential talent.
• Promote leadership development opportunities across all departments.

VII. Performance Management & Talent Management

• Support performance management processes including probation reviews, performance appraisals, and development planning.
• Review disciplinary documentation for consistency, accuracy, and compliance with company policies.
• Provide guidance to leaders regarding employee performance issues and corrective action processes.
• Support coaching and improvement plans designed to enhance employee performance and engagement.
• Assist with recognition programs that celebrate employee contributions and achievements.
• Monitor talent development initiatives and support career progression opportunities.
• Ensure employment practices are fair, consistent, and aligned with organizational values.

VIII. Communication & Cross-Functional Collaboration

• Partner closely with operational leaders to support business objectives through effective people strategies.
• Facilitate regular communication between Human Resources and other departments.
• Lead or participate in employee meetings, orientation programs, and HR-related briefings.
• Provide updates and recommendations to hotel leadership regarding workforce trends and HR initiatives.
• Collaborate with Finance, Operations, Safety, and Learning & Development teams on shared objectives.
• Ensure HR policies, procedures, and updates are effectively communicated throughout the property.
• Support property-wide events, initiatives, and engagement activities.

IX. Compliance, Safety & Risk Management

• Ensure compliance with employment legislation, labor regulations, Marriott standards, and company policies.
• Maintain confidentiality and security of employee information in accordance with privacy requirements.
• Support workplace investigations, employee accident investigations, and compliance reviews.
• Represent Human Resources on workplace safety committees and initiatives as required.
• Ensure employee handbook, workplace policies, and safety procedures are communicated effectively.
• Assist in managing workers' compensation cases and return-to-work processes.
• Maintain compliance with workplace health and safety requirements and employment practices.
• Monitor HR practices to ensure legal compliance and mitigate organizational risk.

OUR BENEFITS

• Exclusive staff discounts on hotel accommodation and food & beverage across all Marriott International properties for you, your family, and friends.
• Career growth and development through Marriott’s global learning and training programs.
• Employment with a globally recognized hospitality brand committed to diversity, inclusion, and equal opportunity.
• Duty meals provided.
• Associate transportation provided.
• Prorated unused sick leave paid out at year end.

QUALIFICATION AND EXPERIENCE

• Degree in Human Resources, Business Administration, Employment Relations, or a related field from an accredited institution.
• Minimum 5 years of progressive leadership experience in Human Resources in hospitality, service, or related industries.
• Previous experience in recruitment, employee relations, training and development, and HR administration.
• Strong understanding of employment legislation, labor relations, workplace investigations, and HR best practices.
• Demonstrated experience managing recruitment campaigns, onboarding programs, and employee engagement initiatives.
• Strong knowledge of performance management, disciplinary procedures, succession planning, and talent development.
• Experience administering employee benefits, compensation programs, and HR compliance processes.
• Excellent communication, interpersonal, coaching, and conflict resolution skills.
• Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.
• High level of professionalism, confidentiality, and ethical conduct.
• Strong analytical and problem-solving abilities with attention to detail.
• Proficiency in Microsoft Office applications, HRIS systems, and HR reporting tools.
• Experience within a branded hospitality environment is advantageous.
• Ability to work flexible hours as required to support operational and business needs.